essay method performance evaluation

What is the Essay Method for Performance Appraisals?

While some would label it as the “grandfather” of performance appraisal methods, the essay method is still a commonly used appraisal method in a variety of business models. The essay method, sometimes known as the “free-form method,” is a performance review system where a superior creates a written review of the employee’s performance.

These essays are meant to describe and record an employee’s strengths and weaknesses in job performance, identifying problem areas and creating a plan of action to remedy them. Whether the essay is written by the appraiser alone, or in collaboration with the appraisee, essays provide supervisors the opportunity to assess behaviors and performance with greater complexity and attention to detail.

There are many reasons that the essay method--which was one of the first methods used to evaluate performance--is still effective today.

One of the most noteworthy aspects of essay appraisals is their free-form approach to performance reviews. Whereas some employers can feel limited by rigid performance appraisal criteria, the essay method takes a far less structured stance than typical rating scale methods. In so doing, the appraiser is able to examine any relevant issue or attribute of performance that is pertinent to an employee’s job description or overall company growth.

The essay method assumes that not all employee traits and behaviors can be neatly analyzed, dissected, and rated--instead, it allows appraisers to place varied degrees of emphasis on certain qualities, issues, or attributes that are appropriate. Rather than being locked into a fixed system, this open-ended method gives supervisors the freedom of expression and critical thought. For appraisers, there exist special services such as StudyCrumb , which help in writing accurate essays.

When preparing an essay, a supervisor may consider any of the following factors of an employee as they relate to the company and employee relationship: potential and job knowledge, understanding of the company’s policies, relationships with peers and supervisors, planning and organization, and general attitudes and perceptions. This thorough, non-quantitative assessment provides a good deal more information about an employee than most other performance appraisal techniques.

However, as with all performance appraisal methods, there are a few limitations that the essay method suffers from that are worth examining.

One of the major drawbacks of the essay method is its highly subjective nature--they are often subject to bias, and it can be difficult to separate the assessment of the employee from the bias of the evaluator. While the essay can provide a good deal of information about the employee, it tends to tell more about the evaluator than the one being evaluated.

Another element that essays leave out (that other appraisal methods rely heavily on) is comparative results. Instead of utilizing standardized, numeric questions, these appraisals rely only on open-ended questions. While the essay method gives managers the ability to provide detailed and circumstantial information on a specific employee’s performance, it removes the component of comparing performance with other employees. This often makes it difficult for HR to distinguish top performers.

Overall, the appraisal method’s greatest advantage--the freedom of expression for the evaluator--can also serve as its greatest handicap. Even the actual writing of the reviews can upset or distort the process of employee appraisals, as the introduction of inconsistent, unorganized, or poor writing styles can distort and upset the review process. An employee may be unfairly helped or harmed by an evaluator’s writing ability. An evaluator can also find themselves lacking sufficient time to prepare the essay, and can write an essay hurriedly without accurately assessing an employee’s performance.

What is the essay method best used for?

Appraisal by essay is generally most effective in performance reviews for employees with atypical job descriptions or non-numerical goals. While other appraisals work well in analyzing performance for jobs that are subject to goals based on numbers, essays offer a more subjective analysis of performance for employees with managerial or customer service positions.

When analyzing production, the essay method is most effective in combination with another appraisal method. Using a graphic rating scale along with essay appraisals allows one method to focus solely on numbers, while the essay portion can be used to analyze other performance goals.

Doing essay appraisals right

Here are 3 things to strive for in order to set your company up for success in essay performance appraisals:

• Consistency.

Keeping a standard for style and length of essay appraisals can make the biggest difference in ensuring that your reviews are effective. Essays that are unstructured and unnecessarily complex can be detrimental to an employee’s rating, as well as using unspecific, flowery language that is not relevant to the employee’s performance. In order to remain efficient and effective, today’s evaluators should focus on making appraisal essays short and specific, ensuring that the entire review reflects the performance of the employee.

The appraiser should also ensure that they are making sufficient time in their schedule to prepare the essay. A busy evaluator may compromise an employee’s performance rating by writing a hurried essay, or running out of time to thoroughly assess employee performance. It’s important for all participants of essay appraisals to take enough time to write a consistent, accurate, and succinct review in order to set employees up for success.

2. Proficiency.

If you’ve chosen to use essay appraisals in your organization, it’s important to ensure that your appraisers possess the ability to write well. Even if an essay contains detailed, circumstantial information, it becomes difficult to extract valuable data from a poorly written essay. To ensure that nothing stands between an HR professional’s ability to assess an employee’s performance, evaluators should be trained as well-equipped writers.

Giving writing assistant tools or tips to supervisors can make all the difference in the accuracy and efficiency of an employee’s performance review.

2. Objectivity.

Subjectivity is both a strength and a weakness in essay appraisals. Not only are essays themselves often biased, but the misinterpretation of essays can even further distance the main evaluator from an accurate portrayal of an employee’s performance. Including objective standards in a performance review results in a more balanced and productive review process, and helps to eliminate the forming of incorrect conclusions about an employee’s behavior and performance.

Organizations often implement this goal by pairing essay appraisals with another appraisal method, such as graphic scale ratings, to draw more accurate conclusions and performance data. In so doing, evaluators can utilize all of the free expression and open-ended characteristics of an essay appraisal, while still maintaining accurate, easily translated results that are effective for the overall organization.

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The Essay Method of Performance Appraisal

by Danielle Smyth

Published on 9 Aug 2019

The question of how to effectively gauge an employee’s performance on the job has been answered many times in many different ways, but there’s certainly no one agreed-upon method recommended by the human resources industry. Most experts agree that performance management is a critical part of having a successful business in today’s world and that effectively managing, developing and evaluating employees leads to a more efficient workforce and better company culture.

However, it’s deciding how to implement it within a certain company structure that can be challenging, and implementation is key to keeping the process effective rather than disruptive. The essay method of performance appraisal can be a great choice due to its thorough, thoughtful and unobtrusive nature.

Secrets to Effective Performance Appraisals

The truth is that effective performance appraisals take time. They take up the manager’s time, the employee’s time and the time of human resources, and they can potentially take up the time of teammates and co-workers who are asked about projects and collaboration.

For them to mean something, the process needs to be taken seriously, but that always must be balanced against the forward motion of the company and the day-to-day workloads of the employees in question.

Methods of Performance Appraisal

There are a number of methods used in today’s industries to evaluate employees. All of them require some sort of performance standard to be set at first and then an evaluation over a set period of time against that standard.

Some methods of review can be more effective than others, but some also require more dedicated time and thought from the manager or other evaluator. Some of the more common methods include the checklist method, the comparison or forced distribution method and the essay method.

Checklist Method of Performance Appraisal

With the checklist method, an employee is judged against a list of criteria. The criteria have been developed for the level or job of the employee, and usually all employees at similar levels are evaluated against it.

• Yes/no checklists simply ask the evaluator to determine whether the employee exhibits the behavior defined in each criterion: for example, “comes to work on time,” “frequently contributes to group discussions” or “meets daily safety requirements.” It’s important to make sure that all criteria are phrased so that a "yes" is the desired answer because it can be very easy to confuse an evaluation when this isn’t the case. This provides a very simple and straightforward way of judging performance but won’t get into much nuance of individual strengths and weaknesses and may not do much to differentiate one employee from another.
• Leveled checklists ask the evaluator to rate the employee on some sort of scale for each criterion. This could be a scale from one to five where five is optimal, or it could be a verbal scale with levels like “needs improvement,” “meets expectations” and “exceeds expectations.” Criteria might be “completes work within the timeline,” “collaborates with other departments” or “shows technical expertise.” These scaled ratings provide more nuance into each individual employee and should help highlight strengths as well as areas for improvement, but they require the manager to take more time to understand the performance within the department.

Comparison or Forced Distribution Methods

Comparison or forced distribution methods rate employees comparatively and against each other. This can be done in cases where an organization is rather flat, and it makes sense to compare a collection of employees together. The downside is that it can create a false sense of competition within employee groups or can result in bad attitudes.

• Paired evaluations give the evaluator a set of employee comparisons and asks him to choose who is the better employee. This is normally done within a department. For example, a department of four employees would end up with six pairs for comparison, and the evaluator (or team) would then select the best employee within each pair. For larger departments, this can be time consuming for the evaluators.
• Rankings simply ask the evaluator to rank employees from best to worst. This method is fully based on the perception of the evaluator and is not entirely popular because it is not systematic and can be easily affected by undiscovered bias on the part of the evaluator. It is, however, relatively easy to do for any manager who knows the team well.
• Forced distribution methods focus on the fact that most evaluators tend to rate their employees well. It requires the evaluators to meet a set distribution within their evaluations such that each evaluation finds poor performers as well as excellent ones. While this can be a way to identify areas for improvement, it can also be read as having to meet a quota with ratings, which can lead to dissent.

Essay Evaluation Method

The essay method is a fairly straightforward approach in which the manager or evaluator writes a descriptive essay about each employee. The essay would cover the employees' achievements throughout the evaluation period as well as their strengths and weaknesses. The essay format gives the evaluators the flexibility to focus on whatever they personally find important about the individual’s performance.

However, the essay method can be time consuming for the manager, and it requires a certain level of writing skill for the evaluation to be meaningful. It also is unlikely to be systematic, which can make it difficult to compare evaluations from person to person.

Performance Appraisal Essays

The performance evaluation essay is maybe the most interesting of the methods, as it allows a manager to genuinely express thoughts about the employee in question rather than having to work with a template or list of criteria or comparisons.

There are advantages to this, mainly in allowing the appraisers to focus on what they feel is important for each individual whom they are evaluating. The downside of this apparent freedom is because the entire essay is subjective based on the evaluator’s approach, it becomes difficult to obtain any big-picture conclusions about the department, and it can be difficult to compare employees within a certain group.

The key to a successful performance appraisal essay is the writing skills of the person assembling it . Her attention to basic essay structure and her descriptions of the behaviors on which she focuses will determine whether the right message will get across during the evaluation, both to the employee and to the team of other managers and human resources employees who may be involved with ratings, promotions and improvement plans. Some attention to basic essay-writing principles should help the evaluator construct an essay that will be meaningful to all parties involved.

" id="basic-essay-writing " class="title"> Basic Essay Writing

The following are essential to the writing of an effective performance appraisal essay:

• Preparation: For any essay, the first step is to gather information about the topic at hand. In this case, the manager should take the time to review past performance, current expectations and future needs for each employee whom he intends to evaluate. Review the employee’s achievements this year and examine reports and project records to get a full picture of performance.
• Evaluation: Once the information is at hand, it’s important to spend time connecting the dots to figure out what story the essay needs to tell about the employee’s performance. Identify any changes in the employee’s performance over the evaluation period and establish a list containing the behaviors that have been commendable and in which areas the employee could use improvement.
• Creation: Construct the essay in a manner that suits the manager’s writing style. Be sure to use professional, fair language and describe in words the successes and challenges of the employee’s work over this time period. 

Writing the Essay

The essay should open with an introduction summarizing the work completed by the employee during the evaluation period. Be sure to note key projects and pay attention to ongoing work as well as completed jobs. This is the time to discuss what the employee has done and recognize his overall contribution to the business. For example:

Jon successfully supported the infrastructure team, the McAce project and the office renovations project with technical drawings and materials lists as requested. He personally was able to complete the ventilation upgrade project, which ran over schedule but came in under budget. He submitted all monthly reports on time and took a training course this year to improve his skills at AutoCAD.

Highlight Employee Successes

The next portion of the essay should highlight some real successes for the employee. Mention his strengths and any areas where he has shown visible improvement over past performance. In this portion, focus less on what was done and more on how it was done. To continue the example:

Jon’s skill at estimation has improved greatly over the past year, with only one of his personal projects running over budget (as compared to at least 50 percent the previous year). This makes it much easier for the department to manage our overall budget appropriately and is greatly appreciated. Jon has been described as “friendly” and “personable” by his teammates, who have no problem approaching him when they need a drawing or have a question. He also had huge success with his contributions to the McAce project, which would have fallen behind schedule without his work.

Outline Areas for Improvement

After calling out successes, take some time to consider areas in which the employee needs improvement. For employees currently meeting all expectations, consider their future career path: Are there areas they need to develop in order to move into a new position? For employees whose performance may not be up to par, try to address it fairly and be straightforward and logical.

A number of Jon’s projects ran over schedule this year. It appears that Jon’s technical understanding of the work at hand could perhaps use some development. One such corrective action might be making sure to check with operators and maintenance personnel before launching a new project concept to make sure the problem at hand is actually being solved. Also, while Jon’s open personality makes him approachable, it can also lead to Jon taking extra-long breaks for conversation throughout the day, which can disturb some employees from their work.

Note that the criticisms are couched calmly in specific language that isn’t accusatory or angry and that the behaviors described correlate to an undesirable outcome. In some cases, a corrective action should be suggested. In other cases, it’s best to wait until the final step and develop a path forward with the employee in question.

" id="create-a-forward-plan " class="title"> Create a Forward Plan

The essay should end with a forward plan for the employee, involving any additional training or development she may need to meet current expectations as well as some sort of idea of the next step in her career.

The final step in the performance assessment essay is, of course, reviewing the essay with each employee. It’s best to give the employee a chance to read the evaluation and then open the floor to any questions the employee might have about what’s been written.

If an employee wants to challenge an assertion, she can be encouraged to write a short essay in return discussing why she might disagree with the essay. It’s important to discuss the successes and give recognition where it’s due as well as the challenges in order to ensure the employee understands.

The Essay Method of Performance Appraisal

Master the Essay Method of Performance Appraisal! Explore its strengths, weaknesses, best practices, and discover how to craft effective essays for employee development.

In the ever-evolving landscape of performance management, selecting the right appraisal method is crucial for fostering employee growth and organizational success. among the various approaches, the essay method stands out for its flexibility and narrative-based evaluation. this comprehensive guide delves into the intricacies of the essay method, equipping managers and hr professionals with the knowledge to leverage its strengths and navigate its potential pitfalls., understanding the essay method.

The Essay Method, also known as the Free-Form Method, empowers supervisors to create a written evaluation of an employee's performance. This evaluation takes the form of a narrative essay, detailing the employee's strengths, weaknesses, accomplishments, and areas for improvement. Unlike structured methods with predetermined ratings, the Essay Method allows for a more nuanced and qualitative assessment.

Key Features of the Essay Method:

• Flexibility: The Essay Method isn't constrained by rigid formats or rating scales. It allows appraisers to tailor the evaluation to the specific role, accomplishments, and development needs of the employee.
• Narrative format: The essay format fosters a story-telling approach, enabling appraisers to provide context and specific examples to support their observations.
• Focus on strengths and weaknesses: The essay delves into both the employee's strengths, which contribute positively to performance, and identifies areas where improvement is necessary.
• Development-oriented: The Essay Method encourages a forward-looking perspective by incorporating suggestions for professional development and goal setting.

Advantages of the Essay Method

The Essay Method offers several benefits for both managers and employees:

• Rich and detailed feedback: The essay format allows for in-depth descriptions of an employee's performance, providing valuable insights beyond numerical scores.
• Customization: The Essay Method can be easily adapted to various job roles and departmental needs, ensuring a more relevant evaluation.
• Open communication: The narrative format fosters open communication between managers and employees, allowing for a two-way dialogue about performance and development.
• Identification of potential: The essay can go beyond immediate performance to identify an employee's potential for future growth and leadership roles.

Potential Challenges of the Essay Method

While the Essay Method offers distinct advantages, it also presents certain challenges:

• Subjectivity: The absence of standardized ratings can lead to subjectivity in evaluations. Mitigating this risk requires clear performance expectations and training for appraisers.
• Time-consuming: Crafting a well-written essay can be time-consuming for busy managers. Utilizing templates and focusing on key points can streamline the process.
• Inconsistent evaluations: Without a standardized format, evaluations might lack consistency across different managers. Training, performance standards, and peer review can help maintain consistency.
• Bias: Unconscious bias can creep into the appraisal process. Managers need to be aware of their biases and strive for objectivity in their evaluations.

Best Practices for Using the Essay Method

To maximize the effectiveness of the Essay Method, consider these best practices:

• Establish Clear Performance Standards: Define clear and measurable performance expectations for each role before conducting the evaluation. This provides a framework for the essay and ensures alignment with organizational goals.
• Focus on Specific Examples: Back up observations with concrete examples of the employee's behavior, achievements, and areas for improvement.
• Maintain Objectivity: Strive for a neutral and objective tone, avoiding subjective opinions and focusing on observable facts.
• Maintain a Balance: Present a balanced picture of the employee's performance, highlighting strengths, weaknesses, and development opportunities.
• Set SMART Goals: Establish Specific, Measurable, Achievable, Relevant, and Time-bound goals for the employee's development based on the evaluation.
• Facilitate Open Dialogue: Schedule a meeting with the employee to discuss the evaluation, allowing for open communication and questions.
• Utilize Templates: Develop templates or outlines to guide the essay writing process and ensure consistency across evaluations.
• Training for Appraisers: Provide training for managers and supervisors on the Essay Method, including best practices for writing effective essays and minimizing bias.

Additional Tips:

• Maintain a professional tone throughout the essay.
• Use clear and concise language, avoiding jargon and technical terms.
• Proofread the essay carefully before finalizing it.

By following this structure and incorporating the best practices outlined earlier, you can craft an effective performance essay that provides valuable feedback and fosters employee development. Remember, the Essay Method, when used thoughtfully, can be a powerful tool for fostering open communication, setting clear expectations, and ultimately, driving  employee and organizational success.

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11.2 Appraisal Methods

Learning objective.

• Be able to describe the various appraisal methods.

It probably goes without saying that different industries and jobs need different kinds of appraisal methods. For our purposes, we will discuss some of the main ways to assess performance in a performance evaluation form. Of course, these will change based upon the job specifications for each position within the company. In addition to industry-specific and job-specific methods, many organizations will use these methods in combination, as opposed to just one method. There are three main methods of determining performance. The first is the trait method , in which managers look at an employee’s specific traits in relation to the job, such as friendliness to the customer. The behavioral method looks at individual actions within a specific job. Comparative methods compare one employee with other employees. Results methods are focused on employee accomplishments, such as whether or not employees met a quota.

Within the categories of performance appraisals, there are two main aspects to appraisal methods. First, the criteria are the aspects the employee is actually being evaluated on, which should be tied directly to the employee᾿s job description. Second, the rating is the type of scale that will be used to rate each criterion in a performance evaluation: for example, scales of 1–5, essay ratings, or yes/no ratings. Tied to the rating and criteria is the weighting each item will be given. For example, if “communication” and “interaction with client” are two criteria, the interaction with the client may be weighted more than communication, depending on the job type. We will discuss the types of criteria and rating methods next.

Graphic Rating Scale

The graphic rating scale , a behavioral method, is perhaps the most popular choice for performance evaluations. This type of evaluation lists traits required for the job and asks the source to rate the individual on each attribute. A discrete scale is one that shows a number of different points. The ratings can include a scale of 1–10; excellent, average, or poor; or meets, exceeds, or doesn’t meet expectations, for example. A continuous scale shows a scale and the manager puts a mark on the continuum scale that best represents the employee’s performance. For example:

The disadvantage of this type of scale is the subjectivity that can occur. This type of scale focuses on behavioral traits and is not specific enough to some jobs. Development of specific criteria can save an organization in legal costs. For example, in Thomas v. IBM , IBM was able to successfully defend accusations of age discrimination because of the objective criteria the employee (Thomas) had been rated on.

Many organizations use a graphic rating scale in conjunction with other appraisal methods to further solidify the tool’s validity. For example, some organizations use a mixed standard scale , which is similar to a graphic rating scale. This scale includes a series of mixed statements representing excellent, average, and poor performance, and the manager is asked to rate a “+” (performance is better than stated), “0” (performance is at stated level), or “−” (performance is below stated level). Mixed standard statements might include the following:

• The employee gets along with most coworkers and has had only a few interpersonal issues.
• This employee takes initiative.
• The employee consistently turns in below-average work.
• The employee always meets established deadlines.

An example of a graphic rating scale is shown in Figure 11.1 “Example of Graphic Rating Scale” .

Essay Appraisal

In an essay appraisal , the source answers a series of questions about the employee’s performance in essay form. This can be a trait method and/or a behavioral method, depending on how the manager writes the essay. These statements may include strengths and weaknesses about the employee or statements about past performance. They can also include specific examples of past performance. The disadvantage of this type of method (when not combined with other rating systems) is that the manager’s writing ability can contribute to the effectiveness of the evaluation. Also, managers may write less or more, which means less consistency between performance appraisals by various managers.

Checklist Scale

A checklist method for performance evaluations lessens the subjectivity, although subjectivity will still be present in this type of rating system. With a checklist scale , a series of questions is asked and the manager simply responds yes or no to the questions, which can fall into either the behavioral or the trait method, or both. Another variation to this scale is a check mark in the criteria the employee meets, and a blank in the areas the employee does not meet. The challenge with this format is that it doesn’t allow more detailed answers and analysis of the performance criteria, unless combined with another method, such as essay ratings. A sample of a checklist scale is provided in Figure 11.3 “Example of Checklist Scale” .

Figure 11.1 Example of Graphic Rating Scale

Figure 11.2 Example of Essay Rating

Figure 11.3 Example of Checklist Scale

Critical Incident Appraisals

This method of appraisal, while more time-consuming for the manager, can be effective at providing specific examples of behavior. With a critical incident appraisal , the manager records examples of the employee’s effective and ineffective behavior during the time period between evaluations, which is in the behavioral category. When it is time for the employee to be reviewed, the manager will pull out this file and formally record the incidents that occurred over the time period. The disadvantage of this method is the tendency to record only negative incidents instead of postive ones. However, this method can work well if the manager has the proper training to record incidents (perhaps by keeping a weekly diary) in a fair manner. This approach can also work well when specific jobs vary greatly from week to week, unlike, for example, a factory worker who routinely performs the same weekly tasks.

Work Standards Approach

For certain jobs in which productivity is most important, a work standards approach could be the more effective way of evaluating employees. With this results-focused approach, a minimum level is set and the employee’s performance evaluation is based on this level. For example, if a sales person does not meet a quota of $1 million, this would be recorded as nonperforming. The downside is that this method does not allow for reasonable deviations. For example, if the quota isn’t made, perhaps the employee just had a bad month but normally performs well. This approach works best in long-term situations, in which a reasonable measure of performance can be over a certain period of time. This method is also used in manufacuring situations where production is extremely important. For example, in an automotive assembly line, the focus is on how many cars are built in a specified period, and therefore, employee performance is measured this way, too. Since this approach is centered on production, it doesn’t allow for rating of other factors, such as ability to work on a team or communication skills, which can be an important part of the job, too.

Ranking Methods

In a ranking method system (also called stack ranking), employees in a particular department are ranked based on their value to the manager or supervisor. This system is a comparative method for performance evaluations.The manager will have a list of all employees and will first choose the most valuable employee and put that name at the top. Then he or she will choose the least valuable employee and put that name at the bottom of the list. With the remaining employees, this process would be repeated. Obviously, there is room for bias with this method, and it may not work well in a larger organization, where managers may not interact with each employee on a day-to-day basis.

To make this type of evaluation most valuable (and legal), each supervisor should use the same criteria to rank each individual. Otherwise, if criteria are not clearly developed, validity and halo effects could be present. The Roper v. Exxon Corp case illustrates the need for clear guidelines when using a ranking system. At Exxon, the legal department attorneys were annually evaluated and then ranked based on input from attorneys, supervisors, and clients. Based on the feedback, each attorney for Exxon was ranked based on their relative contribution and performance. Each attorney was given a group percentile rank (i.e., 99 percent was the best-performing attorney). When Roper was in the bottom 10 percent for three years and was informed of his separation with the company, he filed an age discrimination lawsuit. The courts found no correlation between age and the lowest-ranking individuals, and because Exxon had a set of established ranking criteria, they won the case (Grote, 2005).

Another consideration is the effect on employee morale should the rankings be made public. If they are not made public, morale issues may still exist, as the perception might be that management has “secret” documents.

Fortune 500 Focus

Critics have long said that a forced ranking system can be detrimental to morale; it focuses too much on individual performance as opposed to team performance. Some say a forced ranking system promotes too much competition in the workplace. However, many Fortune 500 companies use this system and have found it works for their culture. General Electric (GE) used perhaps one of the most well-known forced ranking systems. In this system, every year managers placed their employees into one of three categories: “A” employees are the top 20 percent, “B” employees are the middle 70 percent, and “C” performers are the bottom 10 percent. In GE’s system, the bottom 10 percent are usually either let go or put on a performance plan. The top 20 percent are given more responsibility and perhaps even promoted. However, even GE has reinvented this stringent forced ranking system. In 2006, it changed the system to remove references to the 20/70/10 split, and GE now presents the curve as a guideline. This gives more freedom for managers to distribute employees in a less stringent manner 1 .

The advantages of a forced ranking system include that it creates a high-performance work culture and establishes well-defined consequences for not meeting performance standards. In recent research, a forced ranking system seems to correlate well with return on investment to shareholders. For example, the study (Sprenkel, 2011) shows that companies who use individual criteria (as opposed to overall performance) to measure performance outperform those who measure performance based on overall company success. To make a ranking system work, it is key to ensure managers have a firm grasp on the criteria on which employees will be ranked. Companies using forced rankings without set criteria open themselves to lawsuits, because it would appear the rankings happen based on favoritism rather than quantifiable performance data. For example, Ford in the past used forced ranking systems but eliminated the system after settling class action lawsuits that claimed discrimination (Lowery, 2011). Conoco also has settled lawsuits over its forced ranking systems, as domestic employees claimed the system favored foreign workers (Lowery, 2011). To avoid these issues, the best way to develop and maintain a forced ranking system is to provide each employee with specific and measurable objectives, and also provide management training so the system is executed in a fair, quantifiable manner.

In a forced distribution system, like the one used by GE, employees are ranked in groups based on high performers, average performers, and nonperformers. The trouble with this system is that it does not consider that all employees could be in the top two categories, high or average performers, and requires that some employees be put in the nonperforming category.

In a paired comparison system, the manager must compare every employee with every other employee within the department or work group. Each employee is compared with another, and out of the two, the higher performer is given a score of 1. Once all the pairs are compared, the scores are added. This method takes a lot of time and, again, must have specific criteria attached to it when comparing employees.

Human Resource Recall

How can you make sure the performance appraisal ties into a specific job description?

Management by Objectives (MBO)

Management by objectives (MBOs) is a concept developed by Peter Drucker in his 1954 book The Practice of Management (Drucker, 2006). This method is results oriented and similar to the work standards approach, with a few differences. First, the manager and employee sit down together and develop objectives for the time period. Then when it is time for the performance evaluation, the manager and employee sit down to review the goals that were set and determine whether they were met. The advantage of this is the open communication between the manager and the employee. The employee also has “buy-in” since he or she helped set the goals, and the evaluation can be used as a method for further skill development. This method is best applied for positions that are not routine and require a higher level of thinking to perform the job. To be efficient at MBOs, the managers and employee should be able to write strong objectives. To write objectives, they should be SMART (Doran, 1981):

• Specific. There should be one key result for each MBO. What is the result that should be achieved?
• Measurable. At the end of the time period, it should be clear if the goal was met or not. Usually a number can be attached to an objective to make it measurable, for example “sell $1,000,000 of new business in the third quarter.”
• Attainable. The objective should not be impossible to attain. It should be challenging, but not impossible.
• Result oriented. The objective should be tied to the company’s mission and values. Once the objective is made, it should make a difference in the organization as a whole.
• Time limited. The objective should have a reasonable time to be accomplished, but not too much time.

Setting MBOs with Employees

(click to see video)

An example of how to work with an employee to set MBOs.

To make MBOs an effective performance evaluation tool, it is a good idea to train managers and determine which job positions could benefit most from this type of method. You may find that for some more routine positions, such as administrative assistants, another method could work better.

Behaviorally Anchored Rating Scale (BARS)

A BARS method first determines the main performance dimensions of the job, for example, interpersonal relationships. Then the tool utilizes narrative information, such as from a critical incidents file, and assigns quantified ranks to each expected behavior. In this system, there is a specific narrative outlining what exemplifies a “good” and “poor” behavior for each category. The advantage of this type of system is that it focuses on the desired behaviors that are important to complete a task or perform a specific job. This method combines a graphic rating scale with a critical incidents system. The US Army Research Institute (Phillips, et. al., 2006) developed a BARS scale to measure the abilities of tactical thinking skills for combat leaders. Figure 11.4 “Example of BARS” provides an example of how the Army measures these skills.

Figure 11.4 Example of BARS

Figure 11.5 More Examples of Performance Appraisal Types

How Would You Handle This?

Playing Favorites

You were just promoted to manager of a high-end retail store. As you are sorting through your responsibilities, you receive an e-mail from HR outlining the process for performance evaluations. You are also notified that you must give two performance evaluations within the next two weeks. This concerns you, because you don’t know any of the employees and their abilities yet. You aren’t sure if you should base their performance on what you see in a short time period or if you should ask other employees for their thoughts on their peers’ performance. As you go through the files on the computer, you find a critical incident file left from the previous manager, and you think this might help. As you look through it, it is obvious the past manager had “favorite” employees and you aren’t sure if you should base the evaluations on this information. How would you handle this?

Table 11.3 Advantages and Disadvantages of Each Performance Appraisal Method

Key Takeaways

• When developing performance appraisal criteria, it is important to remember the criteria should be job specific and industry specific.
• The performance appraisal criteria should be based on the job specifications of each specific job. General performance criteria are not an effective way to evaluate an employee.
• The rating is the scale that will be used to evaluate each criteria item. There are a number of different rating methods, including scales of 1–5, yes or no questions, and essay.
• In a graphic rating performance evaluation, employees are rated on certain desirable attributes. A variety of rating scales can be used with this method. The disadvantage is possible subjectivity.
• An essay performance evaluation will ask the manager to provide commentary on specific aspects of the employee’s job performance.
• A checklist utilizes a yes or no rating selection, and the criteria are focused on components of the employee’s job.
• Some managers keep a critical incidents file . These incidents serve as specific examples to be written about in a performance appraisal. The downside is the tendency to record only negative incidents and the time it can take to record this.
• The work standards performance appraisal approach looks at minimum standards of productivity and rates the employee performance based on minimum expectations. This method is often used for sales forces or manufacturing settings where productivity is an important aspect.
• In a ranking performance evaluation system, the manager ranks each employee from most valuable to least valuable. This can create morale issues within the workplace.
• An MBO or management by objectives system is where the manager and employee sit down together, determine objectives, then after a period of time, the manager assesses whether those objectives have been met. This can create great development opportunities for the employee and a good working relationship between the employee and manager.
• An MBO’s objectives should be SMART: specific, measurable, attainable, results oriented, and time limited.
• A BARS approach uses a rating scale but provides specific narratives on what constitutes good or poor performance.

Review each of the appraisal methods and discuss which one you might use for the following types of jobs, and discuss your choices.

• Administrative Assistant
• Chief Executive Officer
• Human Resource Manager
• Retail Store Assistant Manager

1 “The Struggle to Measure Performance,” BusinessWeek , January 9, 2006, accessed August 15, 2011, http://www.businessweek.com/magazine/content/06_02/b3966060.htm .

Doran, G. T., “There’s a S.M.A.R.T. Way to Write Management’s Goals and Objectives,” Management Review 70, no. 11 (1981): 35.

Drucker, P., The Practice of Management (New York: Harper, 2006).

Grote, R., Forced Ranking: Making Performance Management Work (Boston: Harvard Business School Press, 2005).

Lowery, M., “Forcing the Issue,” Human Resource Executive Online , n.d., accessed August 15, 2011, http://www.hrexecutive.com/HRE/story.jsp?storyId=4222111&query=ranks .

Phillips, J., Jennifer Shafter, Karol Ross, Donald Cox, and Scott Shadrick, Behaviorally Anchored Rating Scales for the Assessment of Tactical Thinking Mental Models (Research Report 1854), June 2006, US Army Research Institute for the Behavioral and Social Sciences, accessed August 15, 2011, http://www.hqda.army.mil/ari/pdf/RR1854.pdf .

Sprenkel, L., “Forced Ranking: A Good Thing for Business?” Workforce Management, n.d., accessed August 15, 2011, http://homepages.uwp.edu/crooker/790-iep-pm/Articles/meth-fd-workforce.pdf .

Human Resource Management Copyright © 2016 by University of Minnesota is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.

Global Encyclopedia of Public Administration, Public Policy, and Governance pp 12989–12993 Cite as

Understanding Performance Appraisal

• Benati Igor 2  
• Reference work entry
• First Online: 01 January 2023

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Employee appraisal; Performance assessment; Performance evaluation

Introduction

Human resources are a relevant productive factor within any organization, whether public or private (Boudreau and Ramstad 2007 ). That is why the improvement of employee’s performance is a crucial issue in management science. Performance appraisal (PA), the formal management system that provides for the evaluation of the quality of an individual’s performance in an organization, is a fundamental step along this path. In concrete terms, PA is the process by which an observer, often a supervisor, assesses an employee’s work performance (DeNisi et al. 1984 ), comparing current performance with explicit or implicit standards, and then providing feedback.

PA is a key tool used in public or private companies to measure employee performance and ensure proper and efficient personnel management. The first experiences of performance appraisal are very old and can be traced back to the Chinese Han dynasty...

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Aggarwal A, Thakur GSM (2013) Techniques of performance appraisal – a review. Int J Eng Adv Technol 2(3):617–621

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Igor, B. (2022). Understanding Performance Appraisal. In: Farazmand, A. (eds) Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer, Cham. https://doi.org/10.1007/978-3-030-66252-3_3513

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BUS603: Managing People

Employee Assessment

Appraisal methods, essay appraisal.

In an   essay appraisal , the source answers a series of questions about the employee's performance in essay form. This can be a trait method and/or a behavioral method, depending on how the manager writes the essay. These statements may include strengths and weaknesses about the employee or statements about past performance. They can also include specific examples of past performance. The disadvantage of this type of method (when not combined with other rating systems) is that the manager's writing ability can contribute to the effectiveness of the evaluation. Also, managers may write less or more, which means less consistency between performance appraisals by various managers.

What you need to know about performance appraisal methods

Wondering what performance appraisal methods are best for your business?

With the increasing shift to remote work and businesses re-inventing themselves to suit modern needs, it’s critical to redefine your performance management strategy.

These new strategies should encourage employees to make the most of the opportunity to work from home and develop processes that help your business grow.

In this article, we’ll discuss everything you need to know about performance appraisal methods. We’ll also discuss why employee performance appraisal is so important for companies.

 This Article Contains:

(click on specific links to jump to a particular section of the page)

What is Performance Appraisal?

• Self-Evaluation Method
• Essay Appraisal Method
• The Critical Incident Method
• How to Build an Efficient System of Employee Performance Appraisal 

What is the Purpose of Performance Appraisal?

Let’s dive in.

Performance appraisals are a regular process where employers evaluate an employee’s performance against a predetermined, measurable set of objectives.

Usually conducted quarterly or annually, the primary goal of performance evaluation is to determine how well an employee meets the company’s expectations.

Now there are primarily two ways to conduct the performance appraisal process — using the traditional method or the modern method. 

The traditional method emphasizes evaluating an employee for their personality traits , such as: 

• Dependability
• Integrity 
• Leadership potential, etc.

On the other hand, the modern performance appraisal method emphasizes the evaluation of work results (or job achievements) over the employee’s traits.

Top 3 Performance Appraisal Methods for Remote Teams

Let’s look at the top three performance appraisal methods that companies can use for the performance appraisals of remote members:

1. Self-Evaluation Method

This appraisal process allows employees to scrutinize their own performance and give themselves feedback. 

The self-appraisal method is especially useful for remote teams as you’ll be able to:

• Gain insights into the employee’s work, performance, and the way they operate.
• Know the employee’s key strengths and weaknesses. 
• Determine if your employees take their responsibilities and duties seriously.

Once a remote employee has reviewed themselves, employers can use the ranking method to rate the individual based on their strengths and weaknesses.

How do you go about this method?

You give employees a comprehensive questionnaire along with some open-ended questions about their performance.

Here are a few sample questions:

• What goals would you like to accomplish in the next few months?
• What achievements are you most proud of since the last evaluation?
• What targets were you unable to achieve this past year?
• What would you have done differently to achieve the missed targets?

2. Essay Appraisal Method

The essay appraisal method involves the remote employee’s evaluation by their superiors and other team members. 

In this method, you ask the appraiser to:

• Give a detailed description of the employee’s performance and talk about the strengths and weaknesses of the employee’s behavior.
• Provide suitable examples to support the information given in the performance review.
• Use a rating scale (1-10) to evaluate the employee’s attributes such as work ethics, leadership, communication, interpersonal skills, etc.

Why do you need this?

With the essay appraisal method, you get a comprehensive view of how remote employees participate as team members in their work group. 

You can also determine if the employees’ behavior might cause issues at the workplace.

For instance, you can identify and prevent negative incidents like a remote employee spreading rumors among coworkers. 

3. The Critical Incident Method 

The critical incident method helps you determine how remote team members handled themselves during certain stressful situations. This way, you can learn more about their behavior at the workplace. 

Here are the steps involved in this method of performance appraisal:

• Note down how an employee reacted to a specific situation (such as missed deadlines, etc.)
• Identify if the remote employee’s behavior was ‘good’ or ‘bad.’
• Assign a score to their performance during those incidents.

The critical incident method helps you and your HR department determine the skills, attitudes, values, and knowledge a remote employee needs to perform well during a crisis.

You can also identify which employees have the potential to be remote team managers based on their conduct.

Other Remote Employee Appraisal Methods

Some other performance appraisal methods that you can use to evaluate your remote team include:

• Human resource cost accounting method: Analyzes the employee’s performance through the monetary benefits they yield to the company. 
• Management By Objectives (MBO): Appraises managers and employees’ progress on some pre-set goals. 
• Psychological appraisal: Determines employees’ hidden potential with a psychological test and predicts their future performance.
• 360-degree feedback: Evaluates an employee using feedback collected from the employee’s circle of influence — peers, managers, and customers.
• Forced distribution method: Compare remote members against one another over any given performance standard.
• Forced choice method: The reviewer is given a few statements that apply to an employee, and they must decide if the information is true or false. 
• Field review method: A HR or administrator observes an employee for a few days and evaluates performance. 
• Journaling : An employee writes down all their achievements throughout a year and presents them to the evaluator.

How to Build an Efficient Remote Employee Performance Appraisal System 

Since working from home is the new normal, it’s essential to consider how you want to conduct performance evaluations in the future. 

With the right performance appraisal method, you can make the whole experience effective and rewarding.

Here’s how you can build an efficient employee performance appraisal system:

1. Reflect on the Purpose of Appraisal

You need to know what you want to achieve with your performance management system.  

For most organizations, the company’s pre-pandemic goals are not applicable anymore.  

The company goalposts have shifted , and the context has changed. 

In a remote environment, you can’t measure employee performance just from the volume of work they do every day.

Instead, you should look at the employees’ resilience, empathy, and adaptability in these tough times. Ideally, you should acknowledge and reward your employees for maintaining proper communication and teamwork.

2. Communicate Proactively

There are several challenges unique to telecommuting , such as,

• Reduced access to managerial support and internal communication.
• No visual cues to understand team response.
• Asynchronous communication due to different time zones, etc.

So it’s critical to have a robust telecommunication policy to overcome these challenges and ensure effective communication.

You must also use video communication tools for a performance appraisal meeting in the remote work environment.

Visual clues like facial expressions allow employees to understand the subtext of the discussion.

Here are some tips you can use to make video appraisals more effective:

• Be as explicit and verbal as possible in the discussion.
• Listen well and encourage back and forth communication. 
• Spend time to ensure that things don’t get lost in translation.
• If you need to deliver negative feedback to an employee, reassure them that you’re criticizing their performance and not their self-worth.

3. Practice Empathy

There’s no fixed template when it comes to evaluating job performance — everyone is trying to do their best in these unique circumstances.  

Ensure that you make an empathetic assessment that’s flexible and recognize the hardships that your employees may be enduring.

An empathic leadership style can bring your employees closer, increase productivity, morale, and loyalty.

So how can you have a more empathetic appraisal ?

Acknowledge the fact that it’s difficult to cut out emotions and be 100% professional all the time.

Have a narrative assessment that provides an individual employee with specific information. Point out the areas they need to improve and what they’re doing well.

However, remember that even talented employees can go through a rough patch that might impact their actual performance. 

In such cases, you must:

• Ensure a positive and supportive work environment for all team members.
• Avoid too much work pressure.
• Respect the contributions of every employee and help them improve their work.

4. Eliminate Any Biases

While managers may strive to be as objective as possible in performance assessments, sometimes implicit biases inevitably creep in.   

You must become aware of biases, such as:

• Presenting employees with a good past performance record more favorably.
• Viewing average performers in a more critical light.
• Making assumptions about an employee’s attitude based on their performance.

When you recognize these biases, you can take steps to correct them. 

It’ll ensure that you avoid a situation that discourages average employees from improving their performance. On the other extreme, you’ll also avoid encouraging efficient employees into overworking themselves.

Some steps that you can take to counteract your biases can include:

• Gathering feedback from different sources.
• Measuring performance against objective performance metrics .
• Using employee self-evaluations against your perception of their work to eliminate subjectivity, etc.

5. Use Productivity Tools

In a remote work environment, you need to provide specific feedback to your employees. 

But that’s not all.

You need to conduct frequent, smaller evaluations such as monthly or quarterly check-ins.

So how can you do that?

By using performance management tools to keep a tab on the work performance of your remote team in real-time.

These tools can track and collect workday data and enable your employees and management with the information needed to make strategic improvements. 

Time Doctor is one such tool that can help you manage your employee performance and take steps to improve overall productivity and profitability.

Used by large corporations as well as small and medium businesses, TimeDoctor is a performance management software that can give you insights into your team’s effectiveness.

You can use workday data from Time Doctor to:

• See the total amount of time employees spend on projects and tasks.
• View idle and inactive time with the idle time tracker.
• Get productivity reports broken down by day, week, or months.
• Keep a tab on your employee’s most-used websites and applications.
• See if your employees are actually working with screenshots and screencasts.
• Know how they spend time on daily tasks with the daily timeline overview and more .

Let’s look at why employee performance appraisal is important:

1. Maximizes Employee Potential

Constant feedback on an employee’s performance will help you track their productivity.

You can then take steps to:

• Ensure tasks are assigned based on the employee’s skill and competency.
• Give more training to less efficient employees.
• Encourage employees to maximize their potential.
• Motivate an employee to work towards their career growth.
• Address any behavioral issues that may be affecting team productivity.

2. Boosts Team Management

Effective performance appraisal gives an employee a structured review process. 

This allows employees to approach the management for:

• Discussions related to performance, promotions, etc.
• Long term and short term goal setting and achieving targets.
• Clarifying expectations and growth plans for the future. 
• Identifying and resolving bottlenecks in the project execution. 

With an effective appraisal technique, you also eliminate micromanagement .

Why is this important?

When employees feel that every aspect of their work is under the scrutiny of an evaluator, it may negatively impact their morale. 

Eliminating micromanagement will enhance the trust between managers and the employees and do away with the time-consuming task of always monitoring employees. 

3. Improves Your Business’ Bottom Line

Performance appraisal system helps the management team :

• Decide the promotions, transfers, and rewards for every employee.
• Enhance decision making in situations that require layoffs or filling job roles internally.
• Optimize efficiency and employee engagement at the workplace.
• Ensure that your staff is not getting paid for hours where they were idle or inactive.

When you take such steps to maximize your team productivity, you’ll increase business output, and ultimately your profits.

Wrapping Up

Remote working may have compelled most companies to revisit how they evaluate employees. 

However, it also presents an opportunity to shift towards a more people-focused appraisal system.

Employee performance appraisal isn’t just about dealing with poor performance. It involves setting the right employee expectations and training employees to be more productive.

An employee-centric performance appraisal system allows us to work towards that goal. 

Go through the tips we have suggested in the article, and revisit your idea of what an employee performance appraisal should look like.

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8 performance appraisal methods you should be aware of

Performance Reviews

Performance appraisals form an essential part of the HR department as they provide important and useful information for the assessment of employee’s performance, skill, knowledge, and overall ability. These appraisals are not only used to eliminate behavior and productivity issues, but also to motivate employees to contribute more. There are many modern performance appraisal methods that organisations can implement depending on their preference: most have their specific advantages as well as limitations. Let us have a look at some of them in more detail.

What are the different performance appraisal methods?

Graphic Rating scale:

A graphic rating scale lists the traits each employee should have and rates workers on a numbered scale for each trait. The scores are meant to separate employees into tiers of performers, which can play a role in determining promotions and salary adjustments.  The method is easy to understand and quite user friendly. It allows behaviors to be quantified making appraisal systems much easier.

What are the methods of performance evaluation in Graphic rating scale?

However, the scale has disadvantages that make it difficult to use as an effective management tool. Even with intense training, some modern performance appraisal methods will be too strict. Some will be too lenient, and others may find it hard to screen out their personal agendas. Although it is good at identifying the best and poorest of employees, it does not help while differentiating between the average employees.

Analyse performance of employees working on Project A from April to June 2017

Essay Performance Appraisal method:

Essay Appraisal is a traditional form of Appraisal also known as “Free Form method.” It involves a description of the employee’s performance by his superior which needs to be based on facts and often includes examples to support the information. Under this method, the rater is asked to express the strengths and weaknesses of the employee’s performance.

What are the techniques of performance appraisal in the Essay Performance Appraisal method?

This technique is normally used with a combination of the graphic rating scale in one of the modern methods variants, because the rater or feedback giver can present the scale in more detail by also giving an explanation for his rating. While preparing the essay on the employee, the rater also needs to consider specific job knowledge, understanding of the company’s policies and objectives, relations with peers, ability to plan and organize, attitude and perception of employees in general.

The Essay performance appraisal methods are non-quantitative and highly subjective. While it provides a good deal of information about the employee, it takes a lot of time of the appraiser which is not always feasible.

Checklist Scale performance appraisal method:

Under this method, a checklist of statements of traits of the employee in the form of Yes or No based questions is prepared. If the person giving the feedback believes strongly that the employee possesses a particular listed trait, he checks the item; otherwise, he leaves the item blank. Here the rater only does the reporting or checking and the HR department does the actual evaluation after observing details over a period of time – and it does not allow detailed analysis of the overall performance.

Critical Incidents method:

In this method, managers prepare lists of statements of very effective and ineffective behavior of an employee. These critical incidents or events represent the outstanding or poor behavior of employees on the job. The manager maintains logs on each employee, whereby he periodically records critical incidents of the workers behavior.

What is a performance appraisal in Critical Incidents method

At the end of the rating period, these recorded critical incidents are used in the evaluation of the workers’ performance. It provides an objective basis for feedback and conducts a thorough discussion of an employee’s performance appraisal process – hence also known as cost accounting method.

Although this method avoids recency bias , there is a tendency for manager and employee both to focus more on the negative incidents than otherwise.

Work Standards performance appraisal method:

In this technique, management establishes the goals openly and sets targets against realistic output standards. These standards are incorporated into the organizational performance appraisal system . Thus each employee has a clear understanding of their duties and knows well what is expected of them. Performance appraisal and interview comments are related to these duties. This makes the appraisal process objective and more accurate. It works best in long-term situations for human resources teams, as it considers performances during that duration and eliminates time consuming processes.

However, it is difficult to compare individual ratings because standards for work may differ from job to job and from employee to employee. It does not allow for reasonable deviations.

Ranking Appraisal:

Here the manager compares an employee to other similar employees, rather than to a standard measurement predefined for employee productivity. The employees are ranked from the highest to the lowest or from the best to the worst. The problem here is that it does not tell how much better or worse one is than another. Also it cannot be used for a large number of employees, or feedback.

Attention to detail

Management by objectives (MBO) methods of performance review are results-oriented. That is, they seek to measure employee performance by examining the extent to which predetermined work objectives have been met. Usually the objectives are established jointly by the supervisor and subordinate. Once an objective is agreed, the employee is usually expected to self-audit; that is, to identify the skills needed to achieve the objective. Typically they do not rely on others to locate and specify their strengths and weaknesses. They are expected to monitor their own development and progress, and drive their future performance. The MBO method of performance review concentrates on actual outcomes.

What makes MBOs efficient is the ability to set SMART Goals i.e. set goals that are Specific, Measurable, Actionable, Relevant and Time-bound.

The problem of judgmental performance evaluation inherent in the traditional methods of employee performance appraisal process led to some organisations to go for objective evaluation by developing a technique known as “Behaviorally Anchored Rating Scale (BARS)” around the 1960s. This performance appraisal method is considered better than the traditional ones because it provides advantages like a more accurate gauge, clearer standards, 360 degree feedback, and consistency in evaluation.

The BARS method is designed to bring the benefits of both qualitative and quantitative data to the employee appraisal process. It compares an individual employee’s performance against specific examples of behaviour that are anchored to numerical ratings.

Although even this method has its limitations as it is often accused of being subject to unreliability and leniency error.

Performance appraisal process is already being considered a necessary evil . Thus companies need to be careful while selecting out of these appraisal methods and accept feedback on improving the process. The method should be able to provide value to the company starting from the review period as well as the employees and managers.

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7 Steps for How to Write an Evaluation Essay (Example & Template)

In this ultimate guide, I will explain to you exactly how to write an evaluation essay.

1. What is an Evaluation Essay?

An evaluation essay should provide a critical analysis of something.

You’re literally ‘evaluating’ the thing you’re looking up.

Here’s a couple of quick definitions of what we mean by ‘evaluate’:

• Merriam-Webster defines evaluation as: “to determine the significance, worth, or condition of usually by careful appraisal and study”
• Collins Dictionary says: “If you evaluate something or someone, you consider them in order to make a judgment about them, for example about how good or bad they are.”

Here’s some synonyms for ‘evaluate’:

So, we could say that an evaluation essay should carefully examine the ‘thing’ and provide an overall judgement of it.

Here’s some common things you may be asked to write an evaluation essay on:

This is by no means an exhaustive list. Really, you can evaluate just about anything!

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2. How to write an Evaluation Essay

There are two secrets to writing a strong evaluation essay. The first is to aim for objective analysis before forming an opinion. The second is to use an evaluation criteria.

Aim to Appear Objective before giving an Evaluation Argument

Your evaluation will eventually need an argument.

The evaluation argument will show your reader what you have decided is the final value of the ‘thing’ you’re evaluating.

But in order to convince your reader that your evaluative argument is sound, you need to do some leg work.

The aim will be to show that you have provided a balanced and fair assessment before coming to your conclusion.

In order to appear balanced you should:

• Discuss both the pros and cons of the thing
• Discuss both the strengths and weaknesses of the thing
• Look at the thing from multiple different perspectives
• Be both positive and critical. Don’t make it look like you’re biased towards one perspective.

In other words, give every perspective a fair hearing.

You don’t want to sound like a propagandist. You want to be seen as a fair and balanced adjudicator.

Use an Evaluation Criteria

One way to appear balanced is to use an evaluation criteria.

An evaluation criteria helps to show that you have assessed the ‘thing’ based on an objective measure.

Here’s some examples of evaluation criteria:

• Strength under pressure
• Longevity (ability to survive for a long time)
• Ease of use
• Ability to get the job done
• Friendliness
• Punctuality
• Ability to predict my needs
• Calmness under pressure
• Attentiveness

A Bed and Breakfast

• Breakfast options
• Taste of food
• Comfort of bed
• Local attractions
• Service from owner
• Cleanliness

We can use evaluation criteria to frame out ability to conduct the analysis fairly.

This is especially true for if you have to evaluate multiple different ‘things’. For example, if you’re evaluating three novels, you want to be able to show that you applied the same ‘test’ on all three books!

This will show that you gave each ‘thing’ a fair chance and looked at the same elements for each.

3. How to come up with an Evaluation Argument

After you have:

• Looked at both good and bad elements of the ‘thing’, and
• Used an evaluation criteria

You’ll then need to develop an evaluative argument. This argument shows your own overall perspective on the ‘thing’.

Remember, you will need to show your final evaluative argument is backed by objective analysis. You need to do it in order!

Analyze first. Evaluate second.

Here’s an example.

Let’s say you’re evaluating the quality of a meal.

You might say:

• A strength of the meal was its presentation. It was well presented and looked enticing to eat.
• A weakness of the meal was that it was overcooked. This decreased its flavor.
• The meal was given a low rating on ‘cost’ because it was more expensive than the other comparative meals on the menu.
• The meal was given a high rating on ‘creativity’. It was a meal that involved a thoughtful and inventive mix of ingredients.

Now that you’ve looked at some pros and cons and measured the meal based on a few criteria points (like cost and creativity), you’ll be able to come up with a final argument:

• Overall, the meal was good enough for a middle-tier restaurant but would not be considered a high-class meal. There is a lot of room for improvement if the chef wants to win any local cooking awards.

Evaluative terms that you might want to use for this final evaluation argument might include:

• All things considered
• With all key points in mind

4. Evaluation Essay Outline (with Examples)

Okay, so now you know what to do, let’s have a go at creating an outline for your evaluation essay!

Here’s what I recommend:

4.1 How to Write your Introduction

In the introduction, feel free to use my 5-Step INTRO method . It’ll be an introduction just like any other essay introduction .

And yes, feel free to explain what the final evaluation will be.

So, here it is laid out nice and simple.

Write one sentence for each point to make a 5-sentence introduction:

• Interest: Make a statement about the ‘thing’ you’re evaluating that you think will be of interest to the reader. Make it a catchy, engaging point that draws the reader in!
• Notify: Notify the reader of any background info on the thing you’re evaluating. This is your chance to show your depth of knowledge. What is a historical fact about the ‘thing’?
• Translate: Re-state the essay question. For an evaluative essay, you can re-state it something like: “This essay evaluates the book/ product/ article/ etc. by looking at its strengths and weaknesses and compares it against a marking criteria”.
• Report: Say what your final evaluation will be. For example you can say “While there are some weaknesses in this book, overall this evaluative essay will show that it helps progress knowledge about Dinosaurs.”
• Outline: Simply give a clear overview of what will be discussed. For example, you can say: “Firstly, the essay will evaluate the product based on an objective criteria. This criteria will include its value for money, fit for purpose and ease of use. Next, the essay will show the main strengths and weaknesses of the product. Lastly, the essay will provide a final evaluative statement about the product’s overall value and worth.”

If you want more depth on how to use the INTRO method, you’ll need to go and check out our blog post on writing quality introductions.

4.2 Example Introduction

This example introduction is for the essay question: Write an Evaluation Essay on Facebook’s Impact on Society.

“Facebook is the third most visited website in the world. It was founded in 2004 by Mark Zuckerberg in his college dorm. This essay evaluates the impact of Facebook on society and makes an objective judgement on its value. The essay will argue that Facebook has changed the world both for the better and worse. Firstly, it will give an overview of what Facebook is and its history. Then, it will examine Facebook on the criteria of: impact on social interactions, impact on the media landscape, and impact on politics.”

You’ll notice that each sentence in this introduction follows my 5-Step INTRO formula to create a clear, coherent 5-Step introduction.

4.3 How to Write your Body Paragraphs

The first body paragraph should give an overview of the ‘thing’ being evaluated.

Then, you should evaluate the pros and cons of the ‘thing’ being evaluated based upon the criteria you have developed for evaluating it.

Let’s take a look below.

4.4 First Body Paragraph: Overview of your Subject

This first paragraph should provide objective overview of your subject’s properties and history. You should not be doing any evaluating just yet.

The goal for this first paragraph is to ensure your reader knows what it is you’re evaluating. Secondarily, it should show your marker that you have developed some good knowledge about it.

If you need to use more than one paragraph to give an overview of the subject, that’s fine.

Similarly, if your essay word length needs to be quite long, feel free to spend several paragraphs exploring the subject’s background and objective details to show off your depth of knowledge for the marker.

4.5 First Body Paragraph Example

Sticking with the essay question: Write an Evaluation Essay on Facebook’s Impact on Society , this might be your paragraph:

“Facebook has been one of the most successful websites of all time. It is the website that dominated the ‘Web 2.0’ revolution, which was characterized by user two-way interaction with the web. Facebook allowed users to create their own personal profiles and invite their friends to follow along. Since 2004, Facebook has attracted more than one billion people to create profiles in order to share their opinions and keep in touch with their friends.”

Notice here that I haven’t yet made any evaluations of Facebook’s merits?

This first paragraph (or, if need be, several of them) should be all about showing the reader exactly what your subject is – no more, no less.

4.6 Evaluation Paragraphs: Second, Third, Forth and Fifth Body Paragraphs

Once you’re confident your reader will know what the subject that you’re evaluating is, you’ll need to move on to the actual evaluation.

For this step, you’ll need to dig up that evaluation criteria we talked about in Point 2.

For example, let’s say you’re evaluating a President of the United States.

Your evaluation criteria might be:

• Impact on world history
• Ability to pass legislation
• Popularity with voters
• Morals and ethics
• Ability to change lives for the better

Really, you could make up any evaluation criteria you want!

Once you’ve made up the evaluation criteria, you’ve got your evaluation paragraph ideas!

Simply turn each point in your evaluation criteria into a full paragraph.

How do you do this?

Well, start with a topic sentence.

For the criteria point ‘Impact on world history’ you can say something like: “Barack Obama’s impact on world history is mixed.”

This topic sentence will show that you’ll evaluate both pros and cons of Obama’s impact on world history in the paragraph.

Then, follow it up with explanations.

“While Obama campaigned to withdraw troops from Iraq and Afghanistan, he was unable to completely achieve this objective. This is an obvious negative for his impact on the world. However, as the first black man to lead the most powerful nation on earth, he will forever be remembered as a living milestone for civil rights and progress.”

Keep going, turning each evaluation criteria into a full paragraph.

4.7 Evaluation Paragraph Example

Let’s go back to our essay question: Write an Evaluation Essay on Facebook’s Impact on Society .

I’ve decided to use the evaluation criteria below:

• impact on social interactions;
• impact on the media landscape;
• impact on politics

Naturally, I’m going to write one paragraph for each point.

If you’re expected to write a longer piece, you could write two paragraphs on each point (one for pros and one for cons).

Here’s what my first evaluation paragraph might look like:

“Facebook has had a profound impact on social interactions. It has helped people to stay in touch with one another from long distances and after they have left school and college. This is obviously a great positive. However, it can also be seen as having a negative impact. For example, people may be less likely to interact face-to-face because they are ‘hanging out’ online instead. This can have negative impact on genuine one-to-one relationships.”

You might notice that this paragraph has a topic sentence, explanations and examples. It follows my perfect paragraph formula which you’re more than welcome to check out!

4.8 How to write your Conclusion

To conclude, you’ll need to come up with one final evaluative argument.

This evaluation argument provides an overall assessment. You can start with “Overall, Facebook has been…” and continue by saying that (all things considered) he was a good or bad president!

Remember, you can only come up with an overall evaluation after you’ve looked at the subject’s pros and cons based upon your evaluation criteria.

In the example below, I’m going to use my 5 C’s conclusion paragraph method . This will make sure my conclusion covers all the things a good conclusion should cover!

Like the INTRO method, the 5 C’s conclusion method should have one sentence for each point to create a 5 sentence conclusion paragraph.

The 5 C’s conclusion method is:

• Close the loop: Return to a statement you made in the introduction.
• Conclude: Show what your final position is.
• Clarify: Clarify how your final position is relevant to the Essay Question.
• Concern: Explain who should be concerned by your findings.
• Consequences: End by noting in one final, engaging sentence why this topic is of such importance. The ‘concern’ and ‘consequences’ sentences can be combined

4.9 Concluding Argument Example Paragraph

Here’s a possible concluding argument for our essay question: Write an Evaluation Essay on Facebook’s Impact on Society .

“The introduction of this essay highlighted that Facebook has had a profound impact on society. This evaluation essay has shown that this impact has been both positive and negative. Thus, it is too soon to say whether Facebook has been an overall positive or negative for society. However, people should pay close attention to this issue because it is possible that Facebook is contributing to the undermining of truth in media and positive interpersonal relationships.”

Note here that I’ve followed the 5 C’s conclusion method for my concluding evaluative argument paragraph.

5. Evaluation Essay Example Template

Below is a template you can use for your evaluation essay , based upon the advice I gave in Section 4:

6. 23+ Good Evaluation Essay Topics

Okay now that you know how to write an evaluation essay, let’s look at a few examples.

For each example I’m going to give you an evaluation essay title idea, plus a list of criteria you might want to use in your evaluation essay.

6.1 Evaluation of Impact

• Evaluate the impact of global warming on the great barrier reef. Recommended evaluation criteria: Level of bleaching; Impact on tourism; Economic impact; Impact on lifestyles; Impact on sealife
• Evaluate the impact of the Global Financial Crisis on poverty. Recommended evaluation criteria: Impact on jobs; Impact on childhood poverty; Impact on mental health rates; Impact on economic growth; Impact on the wealthy; Global impact
• Evaluate the impact of having children on your lifestyle. Recommended evaluation criteria: Impact on spare time; Impact on finances; Impact on happiness; Impact on sense of wellbeing
• Evaluate the impact of the internet on the world. Recommended evaluation criteria: Impact on connectedness; Impact on dating; Impact on business integration; Impact on globalization; Impact on media
• Evaluate the impact of public transportation on cities. Recommended evaluation criteria: Impact on cost of living; Impact on congestion; Impact on quality of life; Impact on health; Impact on economy
• Evaluate the impact of universal healthcare on quality of life. Recommended evaluation criteria: Impact on reducing disease rates; Impact on the poorest in society; Impact on life expectancy; Impact on happiness
• Evaluate the impact of getting a college degree on a person’s life. Recommended evaluation criteria: Impact on debt levels; Impact on career prospects; Impact on life perspectives; Impact on relationships

6.2 Evaluation of a Scholarly Text or Theory

• Evaluate a Textbook. Recommended evaluation criteria: clarity of explanations; relevance to a course; value for money; practical advice; depth and detail; breadth of information
• Evaluate a Lecture Series, Podcast or Guest Lecture. Recommended evaluation criteria: clarity of speaker; engagement of attendees; appropriateness of content; value for monet
• Evaluate a journal article. Recommended evaluation criteria: length; clarity; quality of methodology; quality of literature review ; relevance of findings for real life
• Evaluate a Famous Scientists. Recommended evaluation criteria: contribution to scientific knowledge; impact on health and prosperity of humankind; controversies and disagreements with other scientists.
• Evaluate a Theory. Recommended evaluation criteria: contribution to knowledge; reliability or accuracy; impact on the lives of ordinary people; controversies and contradictions with other theories.

6.3 Evaluation of Art and Literature

• Evaluate a Novel. Recommended evaluation criteria: plot complexity; moral or social value of the message; character development; relevance to modern life
• Evaluate a Play. Recommended evaluation criteria: plot complexity; quality of acting; moral or social value of the message; character development; relevance to modern life
• Evaluate a Film. Recommended evaluation criteria: plot complexity; quality of acting; moral or social value of the message; character development; relevance to modern life
• Evaluate an Artwork. Recommended evaluation criteria: impact on art theory; moral or social message; complexity or quality of composition

6.4 Evaluation of a Product or Service

• Evaluate a Hotel or Bed and Breakfast. Recommended evaluation criteria: quality of service; flexibility of check-in and check-out times; cleanliness; location; value for money; wi-fi strength; noise levels at night; quality of meals; value for money
• Evaluate a Restaurant. Recommended evaluation criteria: quality of service; menu choices; cleanliness; atmosphere; taste; value for money.
• Evaluate a Car. Recommended evaluation criteria: fuel efficiency; value for money; build quality; likelihood to break down; comfort.
• Evaluate a House. Recommended evaluation criteria: value for money; build quality; roominess; location; access to public transport; quality of neighbourhood
• Evaluate a Doctor. Recommended evaluation criteria: Quality of service; knowledge; quality of equipment; reputation; value for money.
• Evaluate a Course. Recommended evaluation criteria: value for money; practical advice; quality of teaching; quality of resources provided.

7. Concluding Advice

Evaluation essays are common in high school, college and university.

The trick for getting good marks in an evaluation essay is to show you have looked at both the pros and cons before making a final evaluation analysis statement.

You don’t want to look biased.

That’s why it’s a good idea to use an objective evaluation criteria, and to be generous in looking at both positives and negatives of your subject.

Read Also: 39 Better Ways to Write ‘In Conclusion’ in an Essay

I recommend you use the evaluation template provided in this post to write your evaluation essay. However, if your teacher has given you a template, of course use theirs instead! You always want to follow your teacher’s advice because they’re the person who will be marking your work.

Good luck with your evaluation essay!

Chris Drew (PhD)

Dr. Chris Drew is the founder of the Helpful Professor. He holds a PhD in education and has published over 20 articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education. [Image Descriptor: Photo of Chris]

• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 5 Top Tips for Succeeding at University
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 50 Durable Goods Examples
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 100 Consumer Goods Examples
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 30 Globalization Pros and Cons

2 thoughts on “7 Steps for How to Write an Evaluation Essay (Example & Template)”

What an amazing article. I am returning to studying after several years and was struggling with how to present an evaluative essay. This article has simplified the process and provided me with the confidence to tackle my subject (theoretical approaches to development and management of teams).

I just wanted to ask whether the evaluation criteria has to be supported by evidence or can it just be a list of criteria that you think of yourself to objectively measure?

Many many thanks for writing this!

Usually we would want to see evidence, but ask your teacher for what they’re looking for as they may allow you, depending on the situation.

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How to Conduct a Great Performance Review

• Frank V. Cespedes

What to do before, during, and after the meeting.

The purpose of performance reviews is two-fold: an accurate and actionable evaluation of performance, and then development of that person’s skills in line with job tasks. For recipients, feedback has intrinsic and extrinsic value. Across fields, research shows that people become high performers by identifying specific areas where they need to improve and then practicing those skills with performance feedback.

Dissatisfaction with performance appraisals is pervasive. They are seen as time-consuming, demotivating, inaccurate, biased, and unfair. A McKinsey survey indicates most CEOs don’t find the appraisal process in their companies helps to identify top performers, while over half of employees think their managers don’t get the performance review right. A Gallup study is more negative: Just one in five employees agreed that their company’s performance practices motivated them.

• Frank V. Cespedes is a senior lecturer at Harvard Business School and the author of Sales Management That Works: How to Sell in a World That Never Stops Changing (Harvard Business Review Press, 2021).

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Appraisal Methods

In this section, we will discuss some of the main methods used to assess performance. However, before discussing these methods, we must discuss how they approach the assessment of individual performance. Some methods focus on the employee’s specific traits in relation to the job. For these methods, the objective is to capture whether or not the employees possess the KSAO’s required for the job. An example would be to assess whether a salesperson is outgoing or whether the accounts payable clerks are conscientious and pay attention to detail. Another way to approach the assessment of performance is to look at individual actions within a specific job. This focus on behaviour, for example, would try to measure whether the salesperson uses a certain protocol when approaching customers or whether the accounts payable clerk follows up on her phone calls. The focus is on ‘what employees actually do’ as opposed to ‘who the employee is’ (for the trait methods). Comparative methods compare one employee with other employees. Finally, results methods are focused on objective employee accomplishments. Note that many organizations will use these methods in combination.

Graphic Rating Scale

The graphic rating scale , a trait method, is perhaps the most popular choice for performance evaluations. This type of evaluation lists the traits required for the job and asks the source to rate the individual on each attribute such as dependability and creativity. For example, the ratings can include a scale of 1–10; excellent, average, or poor; or exceeds, meets, or does not meet expectations.

The disadvantage of this type of scale is that it is quite subjective. Thus, many organizations use a graphic rating scale in conjunction with other appraisal methods to further solidify the tool’s validity. For example, some organizations use a mixed standard scale, which is similar to a graphic rating scale. This scale includes a series of mixed statements representing excellent, average, and poor performance, and the manager is asked to rate a “+” (performance is better than stated), “0” (performance is at stated level), or “−” (performance is below stated level). Mixed standard statements might include the following:

• The employee gets along with most coworkers and has had only a few interpersonal issues.
• This employee takes initiative.
• The employee consistently turns in below-average work.
• The employee always meets established deadlines.

Figure 7.2. Example of Graphic Rating Scale

Essay Appraisal

In an essay appraisal , the evaluator answers a series of questions about the employee’s performance in essay form. This can be a trait method and/or a behavioural method, depending on how the manager writes the essay. These statements may include strengths and weaknesses about the employee or statements about past performance. They can also include specific examples of past performance. The disadvantage of this type of method (when not combined with other rating systems) is that the manager’s writing ability can contribute to the effectiveness of the evaluation. Also, managers may write less or more, which means less consistency between performance appraisals by various managers.

Figure 7.3. Example of Essay Rating

Checklist Scale

A checklist method for performance evaluations lessens the subjectivity, although subjectivity will still be present in this type of rating system. With a checklist scale, a series of questions are being asked and the manager simply responds yes or no to the questions, which can fall into either the behavioural or the trait method, or both. Another variation to this scale is a check mark in the criteria the employee meets and a blank in the areas the employee does not meet. The challenge with this format is that it does not allow for more detailed answers and analysis of the performance criteria unless combined with another method, such as essay ratings.

Figure 7.4.  Example of Checklist Scale

Critical Incident Appraisals

While Critical Incident Appraisals are more time-consuming to develop, they can be effective because they provide specific examples of behaviour to anchor the ratings. With a critical incident appraisal , the manager records examples of the employee’s effective and ineffective behaviour during the time period between evaluations, which is in the behavioural category. When it is time for the employee to be reviewed, the manager will pull out this file and formally record the incidents that occurred over the time period. The disadvantage of this method is the tendency to record only adverse incidents instead of positive ones. However, this method can work well if the manager has the proper training to record incidents (perhaps by keeping a weekly diary) in a fair manner. This approach can also work well when specific jobs vary greatly from week to week, unlike, for example, a factory worker who routinely performs the same weekly tasks.

Work Standards Approach

A work standards approach could be the more effective way of evaluating employees for certain specific jobs in which productivity is essential. With this results-focused approach, a minimum level is set and the employee’s performance evaluation is based on this level. For example, if a salesperson does not meet a quota of $1 million, this would be recorded as nonperforming. The downside is that this method does not allow for reasonable deviations. For example, if the quota is not met, perhaps the employee just had a bad month but normally performs well. This approach works best in long-term situations, in which a reasonable measure of performance can be over a certain period. For example, in an automotive assembly line, the focus is on how many cars are built in a specified period, and therefore, employee performance is measured this way. Since this approach is centered on production, it does not allow for rating of other factors, such as ability to work on a team or communication skills, which can be important parts of the job.

Ranking Methods

In a ranking method system  (also called relative method), employees in a particular department are ranked based on their performance. This system is a comparative method for performance evaluations. This method is stack ranking of employees based upon individual performance appraisal ratings (numeric or classification). A performance distribution chart is developed to show what percentage are rated as poor, marginal, meets, and exceeds with respect to performance. Senior management of larger organizations sometimes conduct this method of ranking to determine if a company wide action is warranted – to cull poor performers and/or increase emphasis on performance improvement plans.

Human Resources Management - 2nd Ontario Edition Copyright © 2022 by Elizabeth Cameron is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.

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11.2 Appraisal Methods

Learning objective.

• Be able to describe the various appraisal methods.

It probably goes without saying that different industries and jobs need different kinds of appraisal methods. For our purposes, we will discuss some of the main ways to assess performance in a performance evaluation form. Of course, these will change based upon the job specifications for each position within the company. In addition to industry-specific and job-specific methods, many organizations will use these methods in combination, as opposed to just one method. There are three main methods of determining performance. The first is the trait method A category of performance evaluation in which managers look at an employee’s specific traits in relation to the job, such as friendliness to the customer. , in which managers look at an employee’s specific traits in relation to the job, such as friendliness to the customer. The behavioral method A category of performance evaluation in which managers look at individual actions within a specific job. looks at individual actions within a specific job. Comparative methods A category of performance evaluation in which managers compare one employee with other employees. compare one employee with other employees. Results methods A category of performance evaluation in which managers are focused on the accomplishments of the employee, such as whether or not they met a quota. are focused on employee accomplishments, such as whether or not employees met a quota.

Within the categories of performance appraisals, there are two main aspects to appraisal methods. First, the criteria In performance evaluations, the aspects the employee is being evaluated on. are the aspects the employee is actually being evaluated on, which should be tied directly to the employee᾿s job description. Second, the rating The type of scale that will be used to rate each criterion in a performance evaluation. is the type of scale that will be used to rate each criterion in a performance evaluation: for example, scales of 1–5, essay ratings, or yes/no ratings. Tied to the rating and criteria is the weighting each item will be given. For example, if “communication” and “interaction with client” are two criteria, the interaction with the client may be weighted more than communication, depending on the job type. We will discuss the types of criteria and rating methods next.

Graphic Rating Scale

The graphic rating scale This type of performance evaluation lists traits required for the job and asks the source to rate the individual on each attribute. , a behavioral method, is perhaps the most popular choice for performance evaluations. This type of evaluation lists traits required for the job and asks the source to rate the individual on each attribute. A discrete scale A scale used in performance evaluations, uses a number of different points, such as a 1–10 scale. is one that shows a number of different points. The ratings can include a scale of 1–10; excellent, average, or poor; or meets, exceeds, or doesn’t meet expectations, for example. A continuous scale A scale used in performance evaluations that uses a continuum; the manager puts a mark on the continuum that best represents the employee’s performance. shows a scale and the manager puts a mark on the continuum scale that best represents the employee’s performance. For example:

The disadvantage of this type of scale is the subjectivity that can occur. This type of scale focuses on behavioral traits and is not specific enough to some jobs. Development of specific criteria can save an organization in legal costs. For example, in Thomas v. IBM , IBM was able to successfully defend accusations of age discrimination because of the objective criteria the employee (Thomas) had been rated on.

Many organizations use a graphic rating scale in conjunction with other appraisal methods to further solidify the tool’s validity. For example, some organizations use a mixed standard scale Similar to a graphic rating scale, this scale includes a series of mixed statements representing excellent, average, and poor performance, and the manager is asked to rate a “+” (performance is better than stated), “0” (performance is at stated level), or “−” (performance is below stated level). , which is similar to a graphic rating scale. This scale includes a series of mixed statements representing excellent, average, and poor performance, and the manager is asked to rate a “+” (performance is better than stated), “0” (performance is at stated level), or “−” (performance is below stated level). Mixed standard statements might include the following:

• The employee gets along with most coworkers and has had only a few interpersonal issues.
• This employee takes initiative.
• The employee consistently turns in below-average work.
• The employee always meets established deadlines.

An example of a graphic rating scale is shown in Figure 11.1 "Example of Graphic Rating Scale" .

Essay Appraisal

In an essay appraisal A type of performance appraisal in which the source answers a series of questions about the employee’s performance in essay form. , the source answers a series of questions about the employee’s performance in essay form. This can be a trait method and/or a behavioral method, depending on how the manager writes the essay. These statements may include strengths and weaknesses about the employee or statements about past performance. They can also include specific examples of past performance. The disadvantage of this type of method (when not combined with other rating systems) is that the manager’s writing ability can contribute to the effectiveness of the evaluation. Also, managers may write less or more, which means less consistency between performance appraisals by various managers.

Checklist Scale

A checklist method for performance evaluations lessens the subjectivity, although subjectivity will still be present in this type of rating system. With a checklist scale A performance evaluation method in which a series of questions is asked and the manager simply responds yes or no to the questions. , a series of questions is asked and the manager simply responds yes or no to the questions, which can fall into either the behavioral or the trait method, or both. Another variation to this scale is a check mark in the criteria the employee meets, and a blank in the areas the employee does not meet. The challenge with this format is that it doesn’t allow more detailed answers and analysis of the performance criteria, unless combined with another method, such as essay ratings. A sample of a checklist scale is provided in Figure 11.3 "Example of Checklist Scale" .

Figure 11.1 Example of Graphic Rating Scale

Figure 11.2 Example of Essay Rating

Figure 11.3 Example of Checklist Scale

Critical Incident Appraisals

This method of appraisal, while more time-consuming for the manager, can be effective at providing specific examples of behavior. With a critical incident appraisal A performance evaluation method in which the manager is asked to record examples of effective behavior and ineffective behavior of the employee during the time period between evaluations. , the manager records examples of the employee’s effective and ineffective behavior during the time period between evaluations, which is in the behavioral category. When it is time for the employee to be reviewed, the manager will pull out this file and formally record the incidents that occurred over the time period. The disadvantage of this method is the tendency to record only negative incidents instead of postive ones. However, this method can work well if the manager has the proper training to record incidents (perhaps by keeping a weekly diary) in a fair manner. This approach can also work well when specific jobs vary greatly from week to week, unlike, for example, a factory worker who routinely performs the same weekly tasks.

Work Standards Approach

For certain jobs in which productivity is most important, a work standards approach A performance evaluation method in which a minimum level of expectation is set and the employee’s performance evaluation is based on this minimum level of productivity. could be the more effective way of evaluating employees. With this results-focused approach, a minimum level is set and the employee’s performance evaluation is based on this level. For example, if a sales person does not meet a quota of $1 million, this would be recorded as nonperforming. The downside is that this method does not allow for reasonable deviations. For example, if the quota isn’t made, perhaps the employee just had a bad month but normally performs well. This approach works best in long-term situations, in which a reasonable measure of performance can be over a certain period of time. This method is also used in manufacuring situations where production is extremely important. For example, in an automotive assembly line, the focus is on how many cars are built in a specified period, and therefore, employee performance is measured this way, too. Since this approach is centered on production, it doesn’t allow for rating of other factors, such as ability to work on a team or communication skills, which can be an important part of the job, too.

Ranking Methods

In a ranking method system Employees in a particular department are ranked based on their value to the manager or supervisor, which is used as a performance evaluation method. (also called stack ranking), employees in a particular department are ranked based on their value to the manager or supervisor. This system is a comparative method for performance evaluations.The manager will have a list of all employees and will first choose the most valuable employee and put that name at the top. Then he or she will choose the least valuable employee and put that name at the bottom of the list. With the remaining employees, this process would be repeated. Obviously, there is room for bias with this method, and it may not work well in a larger organization, where managers may not interact with each employee on a day-to-day basis.

To make this type of evaluation most valuable (and legal), each supervisor should use the same criteria to rank each individual. Otherwise, if criteria are not clearly developed, validity and halo effects could be present. The Roper v. Exxon Corp case illustrates the need for clear guidelines when using a ranking system. At Exxon, the legal department attorneys were annually evaluated and then ranked based on input from attorneys, supervisors, and clients. Based on the feedback, each attorney for Exxon was ranked based on their relative contribution and performance. Each attorney was given a group percentile rank (i.e., 99 percent was the best-performing attorney). When Roper was in the bottom 10 percent for three years and was informed of his separation with the company, he filed an age discrimination lawsuit. The courts found no correlation between age and the lowest-ranking individuals, and because Exxon had a set of established ranking criteria, they won the case. Richard Grote, Forced Ranking: Making Performance Management Work (Boston: Harvard Business School Press, 2005).

Another consideration is the effect on employee morale should the rankings be made public. If they are not made public, morale issues may still exist, as the perception might be that management has “secret” documents.

Fortune 500 Focus

Critics have long said that a forced ranking system can be detrimental to morale; it focuses too much on individual performance as opposed to team performance. Some say a forced ranking system promotes too much competition in the workplace. However, many Fortune 500 companies use this system and have found it works for their culture. General Electric (GE) used perhaps one of the most well-known forced ranking systems. In this system, every year managers placed their employees into one of three categories: “A” employees are the top 20 percent, “B” employees are the middle 70 percent, and “C” performers are the bottom 10 percent. In GE’s system, the bottom 10 percent are usually either let go or put on a performance plan. The top 20 percent are given more responsibility and perhaps even promoted. However, even GE has reinvented this stringent forced ranking system. In 2006, it changed the system to remove references to the 20/70/10 split, and GE now presents the curve as a guideline. This gives more freedom for managers to distribute employees in a less stringent manner. “The Struggle to Measure Performance,” BusinessWeek , January 9, 2006, accessed August 15, 2011, http://www.businessweek.com/magazine/content/06_02/b3966060.htm .

The advantages of a forced ranking system include that it creates a high-performance work culture and establishes well-defined consequences for not meeting performance standards. In recent research, a forced ranking system seems to correlate well with return on investment to shareholders. For example, the study Lisa Sprenkel, “Forced Ranking: A Good Thing for Business?” Workforce Management, n.d., accessed August 15, 2011, http://homepages.uwp.edu/crooker/790-iep-pm/Articles/meth-fd-workforce.pdf . shows that companies who use individual criteria (as opposed to overall performance) to measure performance outperform those who measure performance based on overall company success. To make a ranking system work, it is key to ensure managers have a firm grasp on the criteria on which employees will be ranked. Companies using forced rankings without set criteria open themselves to lawsuits, because it would appear the rankings happen based on favoritism rather than quantifiable performance data. For example, Ford in the past used forced ranking systems but eliminated the system after settling class action lawsuits that claimed discrimination. Mark Lowery, “Forcing the Issue,” Human Resource Executive Online , n.d., accessed August 15, 2011, http://www.hrexecutive.com/HRE/story.jsp?storyId=4222111&query=ranks . Conoco also has settled lawsuits over its forced ranking systems, as domestic employees claimed the system favored foreign workers. Mark Lowery, “Forcing the Issue,” Human Resource Executive Online , n.d., accessed August 15, 2011, http://hre.lrp.com/HRE/story.jsp?query=ranking&storyId=4222111 . To avoid these issues, the best way to develop and maintain a forced ranking system is to provide each employee with specific and measurable objectives, and also provide management training so the system is executed in a fair, quantifiable manner.

In a forced distribution system, like the one used by GE, employees are ranked in groups based on high performers, average performers, and nonperformers. The trouble with this system is that it does not consider that all employees could be in the top two categories, high or average performers, and requires that some employees be put in the nonperforming category.

In a paired comparison system, the manager must compare every employee with every other employee within the department or work group. Each employee is compared with another, and out of the two, the higher performer is given a score of 1. Once all the pairs are compared, the scores are added. This method takes a lot of time and, again, must have specific criteria attached to it when comparing employees.

Human Resource Recall

How can you make sure the performance appraisal ties into a specific job description?

Management by Objectives (MBO)

Management by objectives (MBOs) A type of performance appraisal in which the manager and employee work together to develop objectives, and at the end of the period the employee is measured on whether he or she met the objectives. is a concept developed by Peter Drucker in his 1954 book The Practice of Management . Peter Drucker, The Practice of Management (New York: Harper, 2006). This method is results oriented and similar to the work standards approach, with a few differences. First, the manager and employee sit down together and develop objectives for the time period. Then when it is time for the performance evaluation, the manager and employee sit down to review the goals that were set and determine whether they were met. The advantage of this is the open communication between the manager and the employee. The employee also has “buy-in” since he or she helped set the goals, and the evaluation can be used as a method for further skill development. This method is best applied for positions that are not routine and require a higher level of thinking to perform the job. To be efficient at MBOs, the managers and employee should be able to write strong objectives. To write objectives, they should be SMART: George T. Doran, “There’s a S.M.A.R.T. Way to Write Management’s Goals and Objectives,” Management Review 70, no. 11 (1981): 35.

• Specific. There should be one key result for each MBO. What is the result that should be achieved?
• Measurable. At the end of the time period, it should be clear if the goal was met or not. Usually a number can be attached to an objective to make it measurable, for example “sell $1,000,000 of new business in the third quarter.”
• Attainable. The objective should not be impossible to attain. It should be challenging, but not impossible.
• Result oriented. The objective should be tied to the company’s mission and values. Once the objective is made, it should make a difference in the organization as a whole.
• Time limited. The objective should have a reasonable time to be accomplished, but not too much time.

Setting MBOs with Employees

An example of how to work with an employee to set MBOs.

To make MBOs an effective performance evaluation tool, it is a good idea to train managers and determine which job positions could benefit most from this type of method. You may find that for some more routine positions, such as administrative assistants, another method could work better.

Behaviorally Anchored Rating Scale (BARS)

A BARS method first determines the main performance dimensions of the job, for example, interpersonal relationships. Then the tool utilizes narrative information, such as from a critical incidents file, and assigns quantified ranks to each expected behavior. In this system, there is a specific narrative outlining what exemplifies a “good” and “poor” behavior for each category. The advantage of this type of system is that it focuses on the desired behaviors that are important to complete a task or perform a specific job. This method combines a graphic rating scale with a critical incidents system. The US Army Research Institute Jennifer Phillips, Jennifer Shafter, Karol Ross, Donald Cox, and Scott Shadrick, Behaviorally Anchored Rating Scales for the Assessment of Tactical Thinking Mental Models (Research Report 1854), June 2006, US Army Research Institute for the Behavioral and Social Sciences, accessed August 15, 2011, http://www.hqda.army.mil/ari/pdf/RR1854.pdf . developed a BARS scale to measure the abilities of tactical thinking skills for combat leaders. Figure 11.4 "Example of BARS" provides an example of how the Army measures these skills.

Figure 11.4 Example of BARS

Figure 11.5 More Examples of Performance Appraisal Types

How Would You Handle This?

Playing Favorites

You were just promoted to manager of a high-end retail store. As you are sorting through your responsibilities, you receive an e-mail from HR outlining the process for performance evaluations. You are also notified that you must give two performance evaluations within the next two weeks. This concerns you, because you don’t know any of the employees and their abilities yet. You aren’t sure if you should base their performance on what you see in a short time period or if you should ask other employees for their thoughts on their peers’ performance. As you go through the files on the computer, you find a critical incident file left from the previous manager, and you think this might help. As you look through it, it is obvious the past manager had “favorite” employees and you aren’t sure if you should base the evaluations on this information. How would you handle this?

The author discusses the How Would You Handle This situation in this chapter at: https://api.wistia.com/v1/medias/1360849/embed .

Table 11.3 Advantages and Disadvantages of Each Performance Appraisal Method

Key Takeaways

• When developing performance appraisal criteria, it is important to remember the criteria should be job specific and industry specific.
• The performance appraisal criteria should be based on the job specifications of each specific job. General performance criteria are not an effective way to evaluate an employee.
• The rating is the scale that will be used to evaluate each criteria item. There are a number of different rating methods, including scales of 1–5, yes or no questions, and essay.
• In a graphic rating performance evaluation, employees are rated on certain desirable attributes. A variety of rating scales can be used with this method. The disadvantage is possible subjectivity.
• An essay performance evaluation will ask the manager to provide commentary on specific aspects of the employee’s job performance.
• A checklist utilizes a yes or no rating selection, and the criteria are focused on components of the employee’s job.
• Some managers keep a critical incidents file . These incidents serve as specific examples to be written about in a performance appraisal. The downside is the tendency to record only negative incidents and the time it can take to record this.
• The work standards performance appraisal approach looks at minimum standards of productivity and rates the employee performance based on minimum expectations. This method is often used for sales forces or manufacturing settings where productivity is an important aspect.
• In a ranking performance evaluation system, the manager ranks each employee from most valuable to least valuable. This can create morale issues within the workplace.
• An MBO or management by objectives system is where the manager and employee sit down together, determine objectives, then after a period of time, the manager assesses whether those objectives have been met. This can create great development opportunities for the employee and a good working relationship between the employee and manager.
• An MBO’s objectives should be SMART: specific, measurable, attainable, results oriented, and time limited.
• A BARS approach uses a rating scale but provides specific narratives on what constitutes good or poor performance.

Review each of the appraisal methods and discuss which one you might use for the following types of jobs, and discuss your choices.

• Administrative Assistant
• Chief Executive Officer
• Human Resource Manager
• Retail Store Assistant Manager

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•  Guest Posts

7 Practical Performance Appraisal Methods for the Modern Workforce

Discover practical and effective performance appraisal methods for the modern workforce. Learn how to assess employee performance, provide meaningful feedback, and enhance productivity.

Table of Contents

Performance appraisal methods are the way to determine employee skillsets, growth, and progress in your company. They’re also commonly known as performance evaluation methods.

It’s important to go about performance appraisal for employees regularly to stay current on your employees’ contributions to your company.

There’s a need for an evaluation process for both your business and employees. That’s because the process helps both understand employee strengths . You’ll know who to delegate to, who to promote, who to train, lay off, and so forth.

This post discusses the purpose of a performance appraisal, its benefits, some methods, and examples of how to apply them. Get ready to discover the power of performance appraisal methods in optimizing your organization's performance and maximizing employee potential.

Let’s get started!

What are performance appraisal methods?

Performance appraisal methods refer to the systematic approaches organisations use to evaluate and assess the performance of their employees.

These methods provide a structured framework for measuring and analyzing various aspects of employee performance, such as job knowledge, skills, productivity, and overall contributions to the organization.

Performance appraisal methods serve as a means to gather objective and subjective feedback, set performance expectations, recognize and reward achievements , identify areas for improvement, and make informed decisions regarding promotions, rewards, and training opportunities.

The purpose of a performance appraisal

Performance appraisals aim to help organizations gauge employee productivity and determine their value. They also help employees assess their performance and identify areas they need to work on.

Advantages for the business

Here are some benefits your business stands to gain from a performance appraisal.

• Companies perform appraisals to sometimes determine which employee in the team is up for a promotion based on their overall performance.
• Evaluation helps organizations reveal which employee deserves better compensation, for instance, a salary raise or a bonus, and so forth.
• Businesses can identify their employees' weaknesses and figure out how to help them. This could be through setting up training programs.
• Based on a performance appraisal, a company may discover that they need to change certain aspects of their selection processes so they can end up with better employees.
• Performance appraisals also help employers provide feedback to their employees on their performance, strengths, and weaknesses.

Advantages for employees

Employees also benefit from performance appraisals. Here’s why they value appraisals and why you should do them.

• It makes them feel recognized by the organization. This is especially so when they get rewarded or commended for their achievements. In fact, if you have platforms for employee advocacy , you can get employees to write about their promotions on social media too.
• By identifying their weaknesses, they can identify areas of their duties they need training on. This fosters career advancement.
• Performance appraisals allow employers to discuss potential long-term goals with their employees.
• Employees become more motivated when they’re aware of what their objectives are. These are revealed more clearly during performance appraisals
• Employees look forward to appraisals as they can be eligible for promotions or bonuses. Happy employees can become brand ambassadors and help with ambassador marketing to grow your brand.

7 performance appraisal methods to follow in 2023

Now that you know why your business needs performance appraisals regularly, here are some modern methods of performance appraisal you should try in 2023.

1. 360-degree feedback method

It’s also known as a multi-rater feedback method and is an objective performance appraisal method. Here, a human resource administrator collects feedback about an employee from their work circle.

This includes their manager, supervisor, team members, customers, and other external parties they regularly interact with.

And why is this method effective?

This method gives a holistic view of the employee’s performance which helps in the appraisal process

It’s also less biased since it does not rely on information from a single source. If the feedback provided by most people aligns, it makes it more reliable for the human resource administrator.

Some components of a 360-degree performance review include:

• Self-assessment: Here, the employee is given a chance to look back on their processes and understand their capabilities. Certain questions are asked and they can respond to these based on the recollection of their processes.
• Manager assessment: The employee’s immediate supervisor reviews their performance and submits their review. Reviews from other senior managers the employee may have worked under are also considered here.
• Peer reviews: These are assessments from team members and close colleagues. This part of the review helps assess how well employees work as part of a team, how driven and motivated they are when performing tasks, their reliability, timeliness, and more.
• Subordinate review: Subordinates should be able to give feedback on their senior. These can get sensitive, as fear may be involved.
• Customer reviews: These are reviews from internal customers that directly relate to the business or any external clients who interact with the employee regularly.

Here are examples of questions you can ask your selected participants for a more effective appraisal outcome:

1. What three words would you use to compliment [employee name]?

2. What would you say is [employee name]’s greatest weakness? Remember to keep your criticism constructive.

3. What core values do you see [employee name] regularly demonstrating?

4. Do you believe [employee name] is driven and motivated in the way they perform their tasks?

5. How does [employee name] demonstrate [company value] in the workplace?

2. HR accounting method

This performance appraisal method can either be cost-based or value-based.

The cost-based approach assesses an employee's monetary contributions to the business against the business’s retention costs. Retention costs include salaries, overhead, replacement, and retirement costs.

The value-based model weighs an employee’s monetary and non-monetary contribution to the company against their costs.

They both then gauge their performance based on this comparison. This performance appraisal method is especially ideal for small businesses where the business continuity depends on how well an employee performs.

In larger companies, this model aims at helping human resource managers plan more effectively. You can also use this appraisal method to determine how much more to pay an employee.

3. Self-evaluation method

This method puts the onus of evaluation on the employee and involves them in the process. Employees assess their contributions to the company against set metrics.

Here, the employee is in charge of their development. They can ask performance review questions about their roles and become aware of their processes.

This method has some benefits for the employee. While they’re evaluating themselves, they can identify some of their strengths and weaknesses and know what they need to work on more.

Other benefits include:

• Fewer discrepancies: If your self-appraisal is different from your supervisor's, you can discuss and identify discrepancies in the process.
• Higher engagement: Employees are more engaged in this process, which fosters collaboration between managers and subordinates. It also makes employees feel valued.
• Motivation: Self-evaluation helps with employee motivation, as they’re more in control of their failures and success.
• Personal and professional growth: Employees get time to self-reflect, and critique their own methods and behavior to gain insight.

While self-evaluation leaves the bigger appraisal task to employees, managers are also part of the process. After they’ve written their self-evaluation reports, employees sit with their managers to discuss them.

Some benefits of this appraisal method for managers include:

• Managers are able to assess performances from the employee’s perspective.
• Self-assessments highlight any misunderstandings between managers and their subordinates.
• Managers are also able to collect feedback about how to improve employee performance and motivation beyond remuneration.

Here are a few examples of employee self-evaluation questions you can share with your teams.

• What are your job responsibilities?
• Are there any tasks in your job description that you no longer perform?
• What’s the easiest/most difficult part about your job?
• What accomplishments are you most proud of?
• What makes you good at the work you do?

4. Management by Objectives (MBO) method

In this method, managers and employees set a specific appraisal period. They then identify employee performance goals to focus on during this period and communicate them to each other. They all then work towards these objectives and set up periodic meetings to discuss progress.

This performance appraisal method assesses if employee objectives are SMART (specific, measurable, achievable, realistic, and time-sensitive). Employee objectives are meant to align with the company’s overall long-term goals.

By the end of the set period, employees are evaluated, and success is rewarded with bonuses, promotions, salary increments, etc. Failures are met with either more training, transfers, and so on.

This employee performance management method of appraisal keeps employees committed as they’re clear on what they’re working towards. It works best for appraising employees in senior management positions.

If you’re wondering how to start with MBO appraisal, know that it doesn’t have to be specific initially. You can start with general objectives as you get clearer on your company goals.

Some digital marketing management by objectives examples include:

• Increase lead generation by 25% every month
• Increasing social media engagement rate by 5%
• Get website visitors to spend more time on your site by five more minutes etc.
• Improve LinkedIn prospecting rates by 30%

Other examples of human resource objectives include:

• Improve employee retention rate by 25%
• Improve employee satisfaction by 10%
• Set up employee training programs

5. Behaviorally Anchored Rating Scale (BARS) method

This method takes employee performance and compares it with behavioral patterns that are based on numerical ratings. This way, you’ll get both quantitative and qualitative results from your appraisal.

The first step towards creating a BARS is collecting critical incidents of typical workplace behavior. Then, edit them and remove repetitive behavior.

Reclassify remaining incidents and assign scales to them. For instance, on a scale of 1 to 5, 1 could represent does not meet set standards and five could represent exceeds standards.

Then, develop a set of incidents for evaluation of workplace behavior.

A practical example of a team leader performance assessment could be:

• Scale 1: Makes inappropriate comments
• Scale 3. Stays silent during a team altercation
• Scale 5: Moderates team members during the disagreement

6. Rating scale method

This method uses numerical ratings on items such as leadership skills, dependability, timeliness, organizational skills, etc. to measure the performance of employees. Some rating scale examples include Likert scales and star ratings.

It’s a simplified performance appraisal method reviewers use to rate employees on a scale from poor to excellent.

It’s not as effective as the behaviorally anchored scales, which are more in-depth and specific. However, you can use it to perform a quick evaluation.

One downside to this method is that it does not take into account employee performance over time. It only captures their performance at the time of evaluation, which may not be an accurate reflection of employee growth.

Here’s an example of a rating scale performance appraisal.

Under this rating method, employees may be assessed by their supervisors, managers, subordinates, and sometimes even their customers—just like the 360-degree feedback method.

This all depends on the company or the role you play. The appraiser will then give their rating by choosing a number or item on the scale based on their observation of your work and their satisfaction.

For instance, the item in question could be “ the attitude of an employee toward their customers .” An appraiser can choose any number on a scale of 1 to 10, 1 being poor and 10 being excellent .

7. Assessment center method

This method uses stimulating exercises like company simulations, psychological tests, role-playing, and interviews, to evaluate employee behavior.

Through these exercises, employers get to know each employee’s personality based on aspects such as adaptability, timeliness, and tolerance.

You’ll then be able to identify what your employees’ strengths are, whether they have great leadership skills, organizational skills, and so forth.

This method is also used in most hiring processes.

Here’s the process you follow when coming up with an assessment center.

• Pre-assessment: Here, you decide on the objectives of the performance appraisal, find reviewers, design exercises, and set the rating method.
• During assessment: Explain the purpose of each exercise before conducting them. Then, conduct the exercises and note each employee’s strength.
• Post-assessment: Collect feedback from your reviewers, evaluate them, and share them with your employees. If need be, provide further training to the employees who need it. You can use best online video editors to create training videos for your employees and share those with them to help them upskill.

This method is ideal for organizations in the service, manufacturing, and educational industries.

Here’s an example of an assessment situation for employees:

Performance appraisal methods: which one’s best for you?

Every business periodically assesses its employees' performance for various reasons. The struggle can be to identify which method gets the best results.

As discussed, each performance appraisal method has its distinct advantages and disadvantages. How you choose your ideal evaluation method will depend on your business and what you’re looking to get from your appraisal.

Whether you’re looking to improve employee retention , fill a role, or boost employee productivity, there’s a method for you. So, carefully consider your options and choose the right one.

Here are some frequently asked questions about performance appraisal methods.

Performance appraisal methods are systematic approaches organisations use to evaluate and assess the performance of their employees. These methods provide a structured framework for measuring employee productivity, skills, and achievements.

How should organizations choose the right performance appraisal method?

Selecting the appropriate performance appraisal method depends on various factors, such as organizational culture, job roles, and the desired outcomes. It is crucial to consider the specific needs of the organization and the nature of the work being performed when choosing an appraisal method.

How often should performance appraisals be conducted?

The frequency of performance appraisals varies among organizations. Some conduct annual appraisals, while others prefer more frequent evaluations, such as quarterly or biannual reviews. The frequency should allow for meaningful feedback and alignment with organizational goals.

How can performance appraisal methods contribute to employee development?

Performance appraisal methods allow managers to identify employee strengths and areas for improvement. Organizations can support employee growth, enhance skills, and foster continuous learning by providing constructive feedback and setting development goals.

How can organizations ensure fairness and objectivity in performance appraisals?

To ensure fairness and objectivity, organizations should establish clear evaluation criteria, provide training to managers on the appraisal process, encourage two-way communication, and maintain documentation of performance-related discussions. Regular calibration meetings can also help align evaluations across different managers and departments.

Can performance appraisal methods be customized to fit specific organizational needs?

Yes, performance appraisal methods can be tailored to align with an organization's unique needs and culture. Customization may involve modifying existing methods, combining different approaches, or creating new appraisal methods that reflect the organization's values and goals.

How can employees prepare for a performance appraisal?

Employees can prepare for performance appraisals by reviewing their job responsibilities, reflecting on their achievements and challenges, gathering relevant data or examples demonstrating their performance, and setting personal goals for future development.

How can organizations use performance appraisal data effectively?

Performance appraisal data can identify trends, track progress, identify training needs, and make informed decisions regarding promotions, rewards, and performance improvement plans. Analyzing and interpreting the data to derive meaningful insights and take appropriate actions is important.

How to Create an Exit Survey to Get the Best Feedback

6 creative employee networking ideas to cultivate stronger bonds among your team, unlock the biggest secret of engagement to retain your top performers., -->guest contributor -->.

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• Performance Management

12 Effective Performance Evaluation Methods

• March 15, 2024

The primary objective of a performance evaluation is to assess whether your employee’s performance is aligned with the bigger picture — your core business goals. 

However, choosing inconsistent performance evaluation methods results in the following:

• Slow business growth due to unaddressed performance gaps 
• Biased review results due to a lack of data-driven insight.
• Struggling HRs who have no benchmarks or context for performance.
• Demotivated employees who eventually leave due to no actionable development plans for their careers. 

That’s why you need a robust employee evaluation plan in place. In this post, we’ll discuss the 12 best performance evaluation methods that enable you to:

• Make talent decisions based on reliable data.
• Conduct crucial conversations that drive growth. 
• Create action plans for development to help employees upskill and be more efficient in their roles.

Setting up the right performance management evaluation method is just the beginning. For optimal results, you would also need a robust performance management platform like Peoplebox, which helps you effortlessly align goals, manage performance, and retain top talent. Try it yourself!

What are Performance Evaluation Methods? 

Performance evaluations are periodic assessments that evaluate an employee’s job performance and contribution over a certain period. Often conducted quarterly or annually, these evaluations help managers measure and rate employees’ work quality, achievements, areas for improvement, and alignment with goals against predefined standards.

Why are Performance Evaluations Necessary? 

Performance evaluations go beyond traditional appraisals. If you know what to look for, their benefits could be multi-fold. 

Bridge Skill Gaps Over Time

Performance evaluations are meant to deliver data-backed, structured, actionable feedback. 

Instead of waiting for annual reviews or delivering ad hoc, unstructured feedback, highlight the goals and objectives met by your employees throughout the year with the help of these evaluations. 

Say you’re a sales manager. One of the skills you closely evaluate is how effectively your team explains the key benefits of your product during client demos and pitches. Recently, you noticed one of your sales reps struggling to communicate the value proposition of your software during an important client demo. He used too much technical jargon, got bogged down in niche features, and failed to tie capabilities back to client needs.

Since you have been continually evaluating employees, you have the data showing this was not a one-time slip but rather an emerging skill gap. Instead of waiting for the next formal review, you could use the latest evaluation insights to provide targeted coaching.

Peoplebox’s performance check-ins can take things one step further by helping you connect trends to underlying issues/improvements.  Peoplebox can compile check-in ratings over time into graphical performance trends. This way, you can easily track progress on skill gaps. You can identify weaknesses, coach and develop employees in those areas, and then validate improvement through integrated performance visibility.

Change Long-Term Goals as New Talents Emerge  

Your employees are constantly learning on the job. They may have outgrown the goals you set a year ago. Conducting performance evaluations makes sure that you’re changing objectives according to evolving skills instead of sticking to rigid goals.  

Say you evaluate a lead software engineer this annual review cycle, and the data shows he consistently outperformed his peers against quality and timeliness metrics for code delivery over the past year. He also received outstanding feedback from teammates on collaboration.

Your evaluations show that he has exceeded expectations and therefore might have outgrown the goals you had set for him previously. He’s ready for a bigger challenge. 

Similarly, evaluations quickly detect when a lower performer needs extra training before taking on more responsibilities. Place them on structured onboarding plans that build competencies before adding complexity.   

Identify High-Potential Future Leaders Early On   

Succession planning has long timeframes, typically more than 5 years, according to Forbes . 

Performance reviews give you granular performance benchmarks that allow you to pinpoint and develop leadership traits much sooner than this. 

Evaluating high-performers and assigning them more demanding work is a good way to know if they’re ready for more prestigious roles. You can leverage evaluation data to know when to transition them into more advanced roles instead of sticking to succession planning, which often follows a long, unchanging roadmap for employees. With Peoplebox, you can easily identify high-performers from within the platform thanks to its highly intuitive and customizable 9-box grid feature .

Performance evaluations can directly shape your employee’s work experience by making them feel recognized and providing growth opportunities, especially if you follow up with tangible development plans .

Employees also feel more invested when you tailor plans to help them flourish in their roles. They see firsthand how evaluations lead to impactful coaching, training, and job expansion. This powerfully fuels motivation, fulfillment, and dedication to high performance.

What are the Different Methods of Performance Management?

Now that you appreciate the multifaceted benefits, let’s equip you with the right performance management methodology tailored to your organization’s needs.

Management by Objectives (MBO) 

This method involves setting specific, measurable goals with employees and then periodically reviewing performance toward these goals over a period. It creates transparency by linking evaluations directly to the objectives agreed upon by the manager and the employee. This also encourages adjustability as you can change the goals if situations change. 

Management by Objectives (MBO) is time-intensive to create detailed objectives and maintain frequent progress discussions, and you also have to consider that the goals may not always capture all performance events. It is definitely harder to implement this method for jobs with undefined outcomes. 

Here is how you can set up an MBO in your organization:

• Set your manager and employee up for a meeting to review past performance data. During this meeting, they can identify any issues or problems that occurred.
• Based on this, they can jointly decide on goals and objectives for the next performance period. 
• Each employee receives their own tailored set of objectives and a specific timeline to achieve them. 
• Make sure both parties meet regularly to discuss progress made towards goals and course-correct if needed.
• At the end of the performance period, managers conduct evaluations of employees based on the achievement of the predefined objectives.

When to use it

This method is useful in professional services, construction, and IT services where deliverables and milestones can be pre-defined. It can be used in high-growth startups where goals need to be flexible. It fits very well with businesses with a lot of quantitative goals.

Objective and Key Results  

OKRs or Objectives and Key Results focus on stretch goals, or long-term goals, instead of incremental goals like MBO. The “objectives” part of the method sets ambitious goals for the employees. The “key results” part of the method focuses on shorter-term goals or metrics that help keep the employees on track with achieving said ambitious goal.

Simply put, the objectives define the qualitative aim while key results set quantitative targets essential to measuring achievement.

Though they sound similar, OKRs vastly differ from management by objectives. This is because OKRs operate on shorter cycles that allow for more adjustment, unlike management by objectives (which usually take place annually and are less responsive). 

OKRs also focus on key results that assess the impact of an employee’s actions. This instantly tells you whether business goals are being met or will be made in the future. 

OKRs are set collaboratively and made public across the organization so everyone can appreciate the big picture. It becomes easy for the employee to connect their day-to-day responsibilities with long-term business goals, increasing their focus and sense of purpose. This is why it is important to use an effective tool to showcase and track your OKR dashboards, like Peoplebox.

The other benefit of using OKRs is that it becomes easy for remote teams to feel aligned year-round with this method. It simultaneously allows for envisioning ambitious goals without forgetting about the smaller, tangible goals that you need to fulfill to get there. 

Wondering what a good OKR looks like? Check out our blog post where we share 70+ OKR examples you can use for your teams.

Here is how you can set up an OKR in your organization:

• Begin by setting organizational objectives. 
• Define quantitative key results tied directly to achieving these objectives. There should be typically 2-5 key results per objective. 
• Upload the objectives and key metrics on your OKR dashboard. 
• Begin monitoring the progress of these goals. You could be doing this every month and assess % completion towards key results.
• At specific intervals, evaluate your employee’s contribution based on OKR achievement. 
• Identify progress and lagging indicators, and take action.

When to use OKR-based performance evaluation

Companies experiencing rapid growth or change align best through OKRs. Regular goal-setting and tracking routines help teams stay focused when priorities shift quickly. 

Innovative organizations can use OKRs to set ambitious targets beyond normal capabilities. The transparency motivates teams to experiment in achieving big goals.

Distributed companies can use public OKR dashboards to ensure remote employees see the broader objectives and how their work contributes to them. This maintains engagement.

Tip: Use OKRs to focus on quantifiable key results tied to objectives rather than subjective assessments of the same objectives. 

180-Degree Feedback 

This method of performance evaluation involves the employee and their direct manager. Employees review themselves and are also reviewed and rated by the latter, offering a mix of self-evaluation and perspective. 

New development areas are revealed in this feedback method, with weightage from both parties. This method also encourages employees to introspect as they evaluate their performances. 

However, it’s important to use a performance management platform that makes it easy to track data. In the absence of one, using 180-degree feedback may lead to recency bias — as both parties will only have a memory of recent events. 

With Peoplebox, managers can easily provide goal-focused feedback, ensuring data-driven evaluations and avoiding arbitrary assessments.

Here is how you can set up 180-degree feedback in your organization

• Design a 180-feedback survey questionnaire. This should include quantitative ratings and qualitative questions that are consistent across participants. 
• Collect answers from the survey and review. 
• Benchmark self-ratings to manager scores and analyze gaps and common themes.
• Review benchmarked scores and come up with a development plan together. 

You can use 180-degree feedback in any company, regardless of working style or size. It’s simple to set up and encourages discussion. 

360-Degree Feedback 

Another performance evaluation process is the 360-degree feedback method . You can get confidential feedback from all directions — managers, peers, and direct reports — with this method. The main aim of this method is to reduce bias and increase the scope of perspective.

It mitigates some of the bias that exists with 180-degree feedback, as you’re gathering feedback from multiple sources. Therefore, it gives you a more holistic view of the employee’s strengths and weaknesses. There are performance blindspots that the manager might have missed that can be identified with this method. 

However, implementing this is time-consuming as it involves waiting for feedback from multiple stakeholders. You should also note that peer reviews may be biased in some cases, as they are often influenced by the employer’s working relationship with the employee and not an objective assessment of their capabilities. 

Here is how you can set up 360-degree feedback in your organization

• Assign a process owner, typically from HR or Talent functions. This person will handle all communications and scheduling and serve as the point person for questions.
• Leverage existing feedback software if the company uses a performance management system. If not, select a purpose-built 360 tool.
• Schedule the feedback process and send calendar invites/reminders to participants. 
• Ensure adequate time for the process — if the deadline is March, launch the process in early January.
• Collect feedback via surveys across four sources — self, manager, peers, and direct reports. Ask 360 degree review questions that matter.
• Analyze responses and look for gaps. 

You can use it when assessing employees in leadership roles across the organization. This also works well to assess performance in jobs where cross-departmental collaboration is key.

720-Degree Feedback 

This is an expansion of 360-degree feedback that includes additional sources such as clients, suppliers, or board members. This method is even better because it incorporates client perspectives, which are missing from the 360-degree feedback method. 

The 720-degree feedback is a strong method to evaluate customer-facing competencies, as it quantifies areas of improvement from their point of view. There is even less bias as it involves parties that are not directly involved in the daily office routine and are not affected by office politics or existing biases. It can also open your eyes to what is visible to external stakeholders that you may have missed. 

However, you’d have to assume longer wait times for so many stakeholders to synchronize the feedback for one employee. Collating the feedback once you have it can be overwhelming. If your employee works with clients on a retainer basis, and they submit very specific complaints that you choose to act on — it’s very likely the employee in question will be able to connect the dots to figure out who it is, compromising anonymity. 

Here is how you can set up 720-degree feedback in your organization

• Follow the same steps involved in the 360-degree feedback process.
• Additionally expand the sources of feedback to include the employee’s clients, which could be internal (e.g. other teams within the company) or external clients.
• Conduct the first feedback meeting to discuss initial survey results and insights with employees.
• Hold a second follow-up meeting a few months later to review progress made by the employee on their personal development plan and make any course corrections.

When to use it 

For customer-facing roles where getting client perspectives is critical and for senior leadership roles to evaluate company vision, alignment with market demands, and strategic decisions. Feedback from the board, investors, and partners can be invaluable for roles like these. 

Critical Incident Method 

The critical incident method documents employee behaviors in high-impact situations over time. Because you’d be logging behaviors over time, this method enjoys very little recency bias but is time-consuming to execute. 

This is also a very qualitative method, which means the context you have for every feedback is high, but objectivity is not. The method largely depends on your interpretation of the incidents that take place and could discourage risk-taking behaviors which are essential for certain roles. 

Here is how you can set up the critical incident method in your organization

• Record specific important situations, both positive and negative, and note how an employee handled the situation. 
• Compile all the recorded employee behaviors over some time in an incident log.
• During annual appraisal meetings or regular one-on-one check-ins, review all the employee’s performance incidents with them over the evaluation period.
• Gather perspectives and facts about each high-impact incident from other team members also involved, if possible. 
• Analyze the facts to pinpoint any issues or problems.
• Collaboratively determine solutions to mitigate those problems in the future.

You can use this to evaluate individual performance in customer-facing roles where employee behavior carries consequences and jobs that require quick thinking and decision-making. 

Checklist Method

This performance management methodology uses a predetermined checklist of metrics to evaluate employee performance. There are two main kinds of checklists. A developmental checklist and a demanding events checklist. A developmental checklist keeps track of skills and traits gained over time, while a demanding events checklist records important work milestones or situations that have stood out. 

Because the performance criteria are outlined so minutely, the review process is bound to be standardized, with ratings being consistent. This method also makes it easy for you to outline the expected competencies and behaviors that every role carries. Since evaluators have to score employees on existing criteria, the data they collect is objective and easily comparable over time. 

However, there’s a risk of fixating on the checklist rather than actual progress, potentially overlooking new beneficial behaviors. Additionally, this performance appraisal method lacks qualitative input, missing key contextual factors during evaluations, such as the origin of behaviors and justifiable reasons behind undesirable actions.

Here is how you can set up the checklist method in your organization

• Meeting deadlines and timeliness
• Productivity and workload management
• Goal progress and achievement
• Job and industry knowledge
• Technical/hard skills and proficiency
• Communication skills
• Critical thinking and problem-solving
• Creativity and innovation
• Initiative and self-motivation
• Standardize a master checklist template that managers across the organization can use for evaluations.
• Create checklists in one of three formats: Simple yes/no answers, forced-choice type answers with predefined options to select from, or weighted checklists with numeric scoring scales.
• Include space for open-ended comments by reviewers to provide qualitative context justifying the rating on each checkpoint.
• Collect all checklist data and analyze results to identify strengths, weaknesses, and gaps across the workforce.
• Generate performance analytics reports and insights that managers can use for calibration.

Since the checklist method defines behaviors well, is very applicable to metric-oriented roles.

For example, a CMO can create checklists to grade marketing managers on metrics like delivering campaign briefs a week before launch, incorporating requested feedback from stakeholders, and updating status reports bi-weekly. 

Psychological Appraisal 

This method leverages psychological tests and tools like personality and IQ tests to evaluate capabilities. They focus on future performance and capabilities instead of past performance. 

The main strengths of this method lie in the in-depth analysis of traits it provides you with, uncovering core strengths and weaknesses in the process. Because most of this data can be quantified( for example, scores on intelligence and emotional quotient tests), it is easy to track and extract insights from. There’s also very little room for bias with this method, as the evaluations are conducted by qualified psychologists. 

However, psychological appraisals are time-consuming to structure and may need to be customized for every employee. This makes it difficult to scale. Employees could also feel like their privacy is being invaded, as these evaluations go a lot deeper than analyzing work behaviors. 

Here is how you can set up psychological appraisals in your organization

• Break down behaviors critical for success into core components that can be measured. These might include interpersonal traits, cognitive abilities, emotional intelligence, and leadership capabilities.
• Partner with a qualified psychologist who can design and administer a comprehensive set of psychological assessments.
• Conduct evaluations using situational scenarios to evaluate behaviors (e.g. handling an aggressive coworker).
• Psychologist presents detailed results to the employee and manager during an appraisal meeting.
• Leadership works with HR to create development plans and career progression paths based on psychometric evaluation insights.

Use this to evaluate roles like managers, directors, and executives. The method spots potential and analyzes personality types for traits like leadership and dependency. It is a science-backed evaluation process to analyze high-potential employees who you want to advance into more senior roles. 

Assessment Center Method 

This method uses multiple evaluation tools and techniques through group exercises and simulations at a dedicated facility to evaluate employees over a longer period against pre-established criteria. It effectively evaluates leadership competencies through realistic simulations and mitigates bias by using multiple assessors. 

However, developing a range of simulations for assessments is very expensive and might tempt you to place more importance on the simulation results than actual job performance. 

Here is how you can set up the assessment center method in your organization

• Identify core leadership capabilities that assessments will measure – decision-making authority and strategic thinking. 
• Design real-world simulations and group exercises that test competencies critical for the role. 
• Partner with an external assessment center that can host activities over multiple days.
• Schedule employees to attend the assessment center in batches. Explain what to expect and the evaluation criteria.
• Observe behaviors during simulations and exercises, taking notes on strengths and development areas.
• Employees attend final feedback discussions with reviewers on performance.

Use the assessment center method for roles focused on managing teams, processes, and operations. Since this method evaluates quick decision-making, use it for mission-critical jobs where this is a required trait. Senior leadership roles like executives will benefit from the insights this method will bring you. 

Behaviourally Anchored Rating Scale 

This method provides specific examples of effective and ineffective behaviors for each performance dimension. 

You can then use these as “anchors” to rate overall performance. Rater subjectivity goes down as the behaviors are outlined. The method quantifies qualitative data, making it easy to set benchmarks for desired behaviors and remain objective about mostly subjective factors. 

Behaviourally anchored rating scales may seem similar to the checklist method, but the latter primarily focuses on completed tasks, while the former focuses on core behaviors themselves. 

However, creating the initial framework for this method is time-consuming, and the success of the evaluations depends on whether you have set the right anchors. 

Here is how you can set up the behaviourally anchored rating scale in your organization

• Compile a list demonstrating effective and ineffective behaviors. Examples could be patience and quick thinking in the effective behavior category, and impatient and indecisiveness could be in the ineffective category.
• Link behaviors to performance results and impacts. Did your employee’s patience lead to happier customers after a service call? Did their indecisiveness lead to closing fewer deals, while a quick thinker closed more deals? 
• Classify examples into scale with scores tied to behaviors.
• Match employee behaviors to levels on the scale.
• Employees are scored based on behavior-result alignment.

The BARS approach could work for managers, leaders, and executives by tying leadership behaviors to team performance or business KPIs. For example, defining scales based on conflict management, change advocacy, or coaching.

Self-Assessment 

In this method, employees complete their own appraisal process. This can include self-ratings across criteria and remarks which feed into formal evaluations. It encourages employee ownership over development and illuminates potential blindspots between manager and employee perceptions. However, this method can lack objectivity, as there is only one assessor.

Here is how you can set up self-assessments in your organization

• Employees conduct structured introspection on their performance.
• They complete standardized self-evaluation forms similar to peer reviews.
• Self-assessment includes objective ratings on capabilities, task achievement.
• Employees provide evidentiary support and examples for self-ratings.
• You review self-appraisals and discuss.

The self-assessment method works best in businesses that rely on skilled individuals in charge of their goal setting, the ones completing specialized work independently. When experts have freedom over their tasks, managers cannot always fully see their strengths and weaknesses.

Peer Review  

In a peer review, colleagues assess each other’s performance against set criteria during the review cycle. This provides additional perspectives that can be factored into appraisal decisions. This gives you more perspective beyond just manager insights which can be one-dimensional

We understand writing peer reviews can be daunting. To help your team, we have curated a list of peer review examples you can share with your team right away for an effective review cycle. 

Here is how you can set up peer reviews in your organization

• Identify employees to be reviewed by their peers on skills critical to roles
• Select peer reviewers who work closely and can assess performance
• Create standardized review forms with performance dimensions and rating scales
• Peers complete reviews anonymously, providing qualitative feedback
• Managers aggregate feedback and data, discuss with employees in appraisal meetings

Peer reviews are ideal for team-based organizations where collaboration is essential to achieving goals. Getting input from colleagues mitigates biases and provides well-rounded insights.

Peoplebox lets you conduct effective peer reviews within minutes. You can customize feedback, use tailored surveys, and seamlessly integrate it with your collaboration tools. It’s a game-changer for boosting development and collaboration in your team.

Which Performance Evaluation Method Works Best for You?

With the different methods of performance management available, each with its own unique strengths and limitations, it can get overwhelming to decide on any one or two. To simplify your decision, focus on a few key factors:

Objectives and Focus Areas

What are your main objectives and focus areas for conducting evaluations? 

• If development and growth are the priority, then methods providing richer qualitative feedback like 360 reviews may be preferred. 
• If compensation determination is the goal, quantified checklist ratings may align better.
• If the organization’s goals are focused on ambitious growth targets across different business areas, and the roles would benefit from being able to tie their work with the bigger picture, then use OKR. 

Bandwidth and Resources

Multi-source feedback methods give you more comprehensive insights but require more time and effort to coordinate. Simpler checklists are easier to roll out if bandwidth is limited. Methods relying on external psychologists or assessment centers also have higher associated costs.

Peoplebox removes any need for additional resources by fully automating performance reviews with robust OKR management, 360 feedback, customized evaluations, and real-time survey pulses. Our platform eliminates the manual effort of distribution, follow-ups, analysis, and reporting. What more? You can now conduct seamless performance reviews right within Slack.

Employee Receptiveness

How receptive will your workforce be to different evaluation methods? If transparent culture is limited or trust amongst peers is low, open feedback methods may backfire. Similarly, forced ranking and other comparative approaches could undermine psychological safety.

Organizational Culture

Aspects like your company’s communication norms and level of competitiveness also play a role in the optimal choice. Frequent open dialogue aligns better with coaching-focused methods for example, while incentive-driven cultures may embrace quantifiable achievement metrics more.

Optimize with the Right Systems and Software

How you implement the perfect method of performance management will depend on the size of your organization and the type of people involved, among other factors. 

For example, peer reviews may not be the best example for extremely competitive co-workers. Reviews that involve clients may not be the best for companies in industries with clients who expect you to always over-deliver unless you have very receptive employees who would actually welcome that feedback. 

Platforms like Peoplebox easily incorporate the different types of performance management methods into your existing workflows with key features that optimize the process, like:

• Automation of cumbersome administrative tasks (like distributing surveys)
• Customizability to tailor methods and criteria
• Condensed, easily scannable talent capabilities and trajectories (like graphs depicting employee progress)
• Real-time goal tracking with transparent OKR dashboards

Ready to supercharge your performance management process? Get in touch with us today !

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11 Performance Evaluation Methods to Achieve Objectives

Measuring employee performance is an essential task for the success of an organization. Therefore, in this article, we have compiled the 11 best performance evaluation methods that you can implement to accurately assess the current state of your workforce.

By executing these methods, you will be able to understand how each collaborator is contributing to the established objectives, enabling you to take improvement actions to guide your company towards its desired goals.

What is a Performance Evaluation Method?

A performance evaluation method is a systematic process through which an employee’s work is assessed over a certain period, with the intention of finding strategies to improve their performance.

Performance evaluation is typically conducted in the workplace as an annual or quarterly process involving the assessment of an employee’s work performance and productivity against the set objectives within a defined time frame. By assessing the employee’s skills, strengths, and areas for improvement equally, the performance evaluation process can aid in determining salary increases and promotions.

Benefits of Using an Effective Performance Evaluation Method

The performance evaluation process is crucial for organizations to boost employee productivity and enhance results. Some benefits you can gain from measuring work performance through an effective evaluation method include:

• Clearly define company objectives
• Provide effective and real-time feedback to all team members
• Enhance employee performance and productivity
• Increase employee retention rates
• Identify training and development needs
• Offer insights into counterproductive and ineffective tasks
• Align individual performance with organizational objectives
• Transform the workforce into a strategic advantage
• Increase employee engagement

What Performance Evaluation Methods Exist?

Currently, traditional performance evaluation methods are not yielding effective results, as they focus more on measuring an employee’s past performance rather than improving future work. Therefore, many organizations view the entire process as futile. However, there are other performance evaluation methods that better adapt to modern demands. Here are 11 innovative methods that can effectively help you achieve your organization’s objectives.

1. Self-Assessment

Self-assessment requires an employee to judge their own performance against predetermined criteria. It’s usually part of an official performance review aimed at gaining deeper insight. The goal is to ensure that employees understand how they will be evaluated. While this method can be subjective, discrepancies between employee and employer evaluations can be revealed.

2. 360-Degree Evaluation

One of the most important performance evaluation methods, 360 degree feedback evaluation, provides a comprehensive view of an employee’s work by obtaining feedback from external sources. This includes direct reports, peers, supervisors, customers, and other relevant parties who regularly interact with the leader. The objective is to provide a holistic view of the leader’s performance from multiple perspectives.

3. 180-Degree Evaluation

Also known as “manager feedback” or “upward feedback,” the 180-degree evaluation gathers input from direct subordinates and immediate superiors of a leader. This approach collects feedback from those who closely interact with the leader on a daily basis. The main goal is to assess the leader’s impact on immediate team members and how their actions align with the organization’s objectives.

4. Behavior Verification

Another performance evaluation method involves creating a checklist based on expected behaviors for each worker, such as timely deliveries or teamwork. The evaluator marks the elements where the employee succeeds and provides specific feedback on missing elements.

5. Management by Objectives (MBO)

A more modern approach to performance reviews, MBO involves the employee in the goal-setting process. The manager and employee agree on specific, achievable objectives with set deadlines. Unlike subjective evaluations, MBO makes defining success and failure easier.

6. Rating Scale

A rating scale is one of the most commonly used performance evaluation methods. It’s based on a set of criteria developed by the employer, against which employees are judged. Most organizations use this approach. It specifies goals (behaviors, traits, skills, or completed projects) on a scale that generally ranges from 5 to 10 points.

7. Peer Review

Peer review is used to enhance the traditional evaluation process. It involves receiving anonymous feedback from colleagues and team members on specific aspects of an employee’s performance. This process provides a unique opportunity to identify the strengths and weaknesses of each employee, using this valuable data for succession planning, team creation, and role rotation.

8. Critical Incident Method

This method is crucial in the customer service world, enabling managers to provide more comprehensive feedback on how an employee handles issues. It encourages managers to focus on specific events where the person’s behavior was positive or negative, offering insights on how to align with best practices.

9. Performance Test

While a written or multiple-choice test benefit from increased objectivity, a practical presentation of skills is often a

better indicator of mastery. The evaluator of this test should be an expert in the field, capable of communicating the results’ significance within the hierarchy.

10. Behaviorally Anchored Rating Scale (BARS)

This widely-used method allows the collection of both qualitative and quantitative data. In the Behaviorally Anchored Rating Scale (BARS) system, the employer compares employee performance against specific behavioral examples, assigning numerical ratings. This method provides clear standards, improves employee feedback, offers accurate performance analysis, and ensures consistent evaluation by incorporating both quantitative and qualitative measures.

11. Psychological Assessments

This method is particularly useful for uncovering employees’ hidden potential, as it focuses on evaluating an employee’s future performance rather than their past work results. It involves various tests, including in-depth interviews, psychological tests, and private discussions. These tests aim to identify an employee’s emotions, intellect, and related traits that might influence their future performance within an organization.

Learn About: 180 vs 360 Feedback

Choose the Best Performance Evaluation Methods to Achieve Your Goals!

Performance management is crucial, not only because it’s the determining factor in salary increases and employee promotions but also because it can accurately assess a worker’s skills, strengths, and deficiencies.

Choosing one or more performance evaluation methods is more important than ever, as it reflects your thoughts and how much you care about employee morale.

Once you’ve found the strategies that best suit your needs, the next step is to implement them correctly to bridge critical performance gaps and address urgent issues affecting your organization’s ROI.

If you’re unsure how to implement any of these performance evaluation methods, don’t worry. QuestionPro Workforce is the solution for you. Our platform enables you to gather the feedback you need to analyze your workforce’s performance and achieve effective results for process improvement within your organization.

Don’t wait any longer! Contact us and request a demonstration of our platform.

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• Understanding Evaluation Methodologies: M&E Methods and Techniques for Assessing Performance and Impact
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This article provides an overview and comparison of the different types of evaluation methodologies used to assess the performance, effectiveness, quality, or impact of services, programs, and policies. There are several methodologies both qualitative and quantitative, including surveys, interviews, observations, case studies, focus groups, and more…In this essay, we will discuss the most commonly used qualitative and quantitative evaluation methodologies in the M&E field.

Table of Contents

• Introduction to Evaluation Methodologies: Definition and Importance
• Types of Evaluation Methodologies: Overview and Comparison
• Program Evaluation methodologies
• Qualitative Methodologies in Monitoring and Evaluation (M&E)
• Quantitative Methodologies in Monitoring and Evaluation (M&E)
• What are the M&E Methods?
• Difference Between Evaluation Methodologies and M&E Methods
• Choosing the Right Evaluation Methodology: Factors and Criteria
• Our Conclusion on Evaluation Methodologies

1. Introduction to Evaluation Methodologies: Definition and Importance

Evaluation methodologies are the methods and techniques used to measure the performance, effectiveness, quality, or impact of various interventions, services, programs, and policies. Evaluation is essential for decision-making, improvement, and innovation, as it helps stakeholders identify strengths, weaknesses, opportunities, and threats and make informed decisions to improve the effectiveness and efficiency of their operations.

Evaluation methodologies can be used in various fields and industries, such as healthcare, education, business, social services, and public policy. The choice of evaluation methodology depends on the specific goals of the evaluation, the type and level of data required, and the resources available for conducting the evaluation.

The importance of evaluation methodologies lies in their ability to provide evidence-based insights into the performance and impact of the subject being evaluated. This information can be used to guide decision-making, policy development, program improvement, and innovation. By using evaluation methodologies, stakeholders can assess the effectiveness of their operations and make data-driven decisions to improve their outcomes.

Overall, understanding evaluation methodologies is crucial for individuals and organizations seeking to enhance their performance, effectiveness, and impact. By selecting the appropriate evaluation methodology and conducting a thorough evaluation, stakeholders can gain valuable insights and make informed decisions to improve their operations and achieve their goals.

2. Types of Evaluation Methodologies: Overview and Comparison

Evaluation methodologies can be categorized into two main types based on the type of data they collect: qualitative and quantitative. Qualitative methodologies collect non-numerical data, such as words, images, or observations, while quantitative methodologies collect numerical data that can be analyzed statistically. Here is an overview and comparison of the main differences between qualitative and quantitative evaluation methodologies:

Qualitative Evaluation Methodologies:

• Collect non-numerical data, such as words, images, or observations.
• Focus on exploring complex phenomena, such as attitudes, perceptions, and behaviors, and understanding the meaning and context behind them.
• Use techniques such as interviews, observations, case studies, and focus groups to collect data.
• Emphasize the subjective nature of the data and the importance of the researcher’s interpretation and analysis.
• Provide rich and detailed insights into people’s experiences and perspectives.
• Limitations include potential bias from the researcher, limited generalizability of findings, and challenges in analyzing and synthesizing the data.

Quantitative Evaluation Methodologies:

• Collect numerical data that can be analyzed statistically.
• Focus on measuring specific variables and relationships between them, such as the effectiveness of an intervention or the correlation between two factors.
• Use techniques such as surveys and experimental designs to collect data.
• Emphasize the objectivity of the data and the importance of minimizing bias and variability.
• Provide precise and measurable data that can be compared and analyzed statistically.
• Limitations include potential oversimplification of complex phenomena, limited contextual information, and challenges in collecting and analyzing data.

Choosing between qualitative and quantitative evaluation methodologies depends on the specific goals of the evaluation, the type and level of data required, and the resources available for conducting the evaluation. Some evaluations may use a mixed-methods approach that combines both qualitative and quantitative data collection and analysis techniques to provide a more comprehensive understanding of the subject being evaluated.

3. Program evaluation methodologies

Program evaluation methodologies encompass a diverse set of approaches and techniques used to assess the effectiveness, efficiency, and impact of programs and interventions. These methodologies provide systematic frameworks for collecting, analyzing, and interpreting data to determine the extent to which program objectives are being met and to identify areas for improvement. Common program evaluation methodologies include quantitative methods such as experimental designs, quasi-experimental designs, and surveys, as well as qualitative approaches like interviews, focus groups, and case studies.

Each methodology offers unique advantages and limitations depending on the nature of the program being evaluated, the available resources, and the research questions at hand. By employing rigorous program evaluation methodologies, organizations can make informed decisions, enhance program effectiveness, and maximize the use of resources to achieve desired outcomes.

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4. Qualitative Methodologies in Monitoring and Evaluation (M&E)

Qualitative methodologies are increasingly being used in monitoring and evaluation (M&E) to provide a more comprehensive understanding of the impact and effectiveness of programs and interventions. Qualitative methodologies can help to explore the underlying reasons and contexts that contribute to program outcomes and identify areas for improvement. Here are some common qualitative methodologies used in M&E:

Interviews involve one-on-one or group discussions with stakeholders to collect data on their experiences, perspectives, and perceptions. Interviews can provide rich and detailed data on the effectiveness of a program, the factors that contribute to its success or failure, and the ways in which it can be improved.

Observations

Observations involve the systematic and objective recording of behaviors and interactions of stakeholders in a natural setting. Observations can help to identify patterns of behavior, the effectiveness of program interventions, and the ways in which they can be improved.

Document review

Document review involves the analysis of program documents, such as reports, policies, and procedures, to understand the program context, design, and implementation. Document review can help to identify gaps in program design or implementation and suggest ways in which they can be improved.

Participatory Rural Appraisal (PRA)

PRA is a participatory approach that involves working with communities to identify and analyze their own problems and challenges. It involves using participatory techniques such as mapping, focus group discussions, and transect walks to collect data on community perspectives, experiences, and priorities. PRA can help ensure that the evaluation is community-driven and culturally appropriate, and can provide valuable insights into the social and cultural factors that influence program outcomes.

Key Informant Interviews

Key informant interviews are in-depth, open-ended interviews with individuals who have expert knowledge or experience related to the program or issue being evaluated. Key informants can include program staff, community leaders, or other stakeholders. These interviews can provide valuable insights into program implementation and effectiveness, and can help identify areas for improvement.

Ethnography

Ethnography is a qualitative method that involves observing and immersing oneself in a community or culture to understand their perspectives, values, and behaviors. Ethnographic methods can include participant observation, interviews, and document analysis, among others. Ethnography can provide a more holistic understanding of program outcomes and impacts, as well as the broader social context in which the program operates.

Focus Group Discussions

Focus group discussions involve bringing together a small group of individuals to discuss a specific topic or issue related to the program. Focus group discussions can be used to gather qualitative data on program implementation, participant experiences, and program outcomes. They can also provide insights into the diversity of perspectives within a community or stakeholder group .

Photovoice is a qualitative method that involves using photography as a tool for community empowerment and self-expression. Participants are given cameras and asked to take photos that represent their experiences or perspectives on a program or issue. These photos can then be used to facilitate group discussions and generate qualitative data on program outcomes and impacts.

Case Studies

Case studies involve gathering detailed qualitative data through interviews, document analysis, and observation, and can provide a more in-depth understanding of a specific program component. They can be used to explore the experiences and perspectives of program participants or stakeholders and can provide insights into program outcomes and impacts.

Qualitative methodologies in M&E are useful for identifying complex and context-dependent factors that contribute to program outcomes, and for exploring stakeholder perspectives and experiences. Qualitative methodologies can provide valuable insights into the ways in which programs can be improved and can complement quantitative methodologies in providing a comprehensive understanding of program impact and effectiveness

5. Quantitative Methodologies in Monitoring and Evaluation (M&E)

Quantitative methodologies are commonly used in monitoring and evaluation (M&E) to measure program outcomes and impact in a systematic and objective manner. Quantitative methodologies involve collecting numerical data that can be analyzed statistically to provide insights into program effectiveness, efficiency, and impact. Here are some common quantitative methodologies used in M&E:

Surveys involve collecting data from a large number of individuals using standardized questionnaires or surveys. Surveys can provide quantitative data on people’s attitudes, opinions, behaviors, and experiences, and can help to measure program outcomes and impact.

Baseline and Endline Surveys

Baseline and endline surveys are quantitative surveys conducted at the beginning and end of a program to measure changes in knowledge, attitudes, behaviors, or other outcomes. These surveys can provide a snapshot of program impact and allow for comparisons between pre- and post-program data.

Randomized Controlled Trials (RCTs)

RCTs are a rigorous quantitative evaluation method that involve randomly assigning participants to a treatment group (receiving the program) and a control group (not receiving the program), and comparing outcomes between the two groups. RCTs are often used to assess the impact of a program.

Cost-Benefit Analysis

Cost-benefit analysis is a quantitative method used to assess the economic efficiency of a program or intervention. It involves comparing the costs of the program with the benefits or outcomes generated, and can help determine whether a program is cost-effective or not.

Performance Indicators

Performance indicator s are quantitative measures used to track progress toward program goals and objectives. These indicators can be used to assess program effectiveness, efficiency, and impact, and can provide regular feedback on program performance.

Statistical Analysis

Statistical analysis involves using quantitative data and statistical method s to analyze data gathered from various evaluation methods, such as surveys or observations. Statistical analysis can provide a more rigorous assessment of program outcomes and impacts and help identify patterns or relationships between variables.

Experimental designs

Experimental designs involve manipulating one or more variables and measuring the effects of the manipulation on the outcome of interest. Experimental designs are useful for establishing cause-and-effect relationships between variables, and can help to measure the effectiveness of program interventions.

Quantitative methodologies in M&E are useful for providing objective and measurable data on program outcomes and impact, and for identifying patterns and trends in program performance. Quantitative methodologies can provide valuable insights into the effectiveness, efficiency, and impact of programs, and can complement qualitative methodologies in providing a comprehensive understanding of program performance.

6. What are the M&E Methods?

Monitoring and Evaluation (M&E) methods encompass the tools, techniques, and processes used to assess the performance of projects, programs, or policies.

These methods are essential in determining whether the objectives are being met, understanding the impact of interventions, and guiding decision-making for future improvements. M&E methods fall into two broad categories: qualitative and quantitative, often used in combination for a comprehensive evaluation.

7. Choosing the Right Evaluation Methodology: Factors and Criteria

Choosing the right evaluation methodology is essential for conducting an effective and meaningful evaluation. Here are some factors and criteria to consider when selecting an appropriate evaluation methodology:

• Evaluation goals and objectives: The evaluation goals and objectives should guide the selection of an appropriate methodology. For example, if the goal is to explore stakeholders’ perspectives and experiences, qualitative methodologies such as interviews or focus groups may be more appropriate. If the goal is to measure program outcomes and impact, quantitative methodologies such as surveys or experimental designs may be more appropriate.
• Type of data required: The type of data required for the evaluation should also guide the selection of the methodology. Qualitative methodologies collect non-numerical data, such as words, images, or observations, while quantitative methodologies collect numerical data that can be analyzed statistically. The type of data required will depend on the evaluation goals and objectives.
• Resources available: The resources available, such as time, budget, and expertise, can also influence the selection of an appropriate methodology. Some methodologies may require more resources, such as specialized expertise or equipment, while others may be more cost-effective and easier to implement.
• Accessibility of the subject being evaluated: The accessibility of the subject being evaluated, such as the availability of stakeholders or data, can also influence the selection of an appropriate methodology. For example, if stakeholders are geographically dispersed, remote data collection methods such as online surveys or video conferencing may be more appropriate.
• Ethical considerations: Ethical considerations, such as ensuring the privacy and confidentiality of stakeholders, should also be taken into account when selecting an appropriate methodology. Some methodologies, such as interviews or focus groups, may require more attention to ethical considerations than others.

Overall, choosing the right evaluation methodology depends on a variety of factors and criteria, including the evaluation goals and objectives, the type of data required, the resources available, the accessibility of the subject being evaluated, and ethical considerations. Selecting an appropriate methodology can ensure that the evaluation is effective, meaningful, and provides valuable insights into program performance and impact.

8. Our Conclusion on Evaluation Methodologies

It’s worth noting that many evaluation methodologies use a combination of quantitative and qualitative methods to provide a more comprehensive understanding of program outcomes and impacts. Both qualitative and quantitative methodologies are essential in providing insights into program performance and effectiveness.

Qualitative methodologies focus on gathering data on the experiences, perspectives, and attitudes of individuals or communities involved in a program, providing a deeper understanding of the social and cultural factors that influence program outcomes. In contrast, quantitative methodologies focus on collecting numerical data on program performance and impact, providing more rigorous evidence of program effectiveness and efficiency.

Each methodology has its strengths and limitations, and a combination of both qualitative and quantitative approaches is often the most effective in providing a comprehensive understanding of program outcomes and impact. When designing an M&E plan, it is crucial to consider the program’s objectives, context, and stakeholders to select the most appropriate methodologies.

Overall, effective M&E practices require a systematic and continuous approach to data collection, analysis, and reporting. With the right combination of qualitative and quantitative methodologies, M&E can provide valuable insights into program performance, progress, and impact, enabling informed decision-making and resource allocation, ultimately leading to more successful and impactful programs.

Munir Barnaba

Thanks for your help its of high value, much appreciated

Very informative. Thank you

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Performance Evaluation Essay

Have you ever wondered how to evaluate someone to see if they are still up to their worth? For students and employees, a performance evaluation may sound terrifying but it is actually far from it. A performance evaluation is used to see and to target out the person’s difficulty and to make it all the better. In this article, we have 3+ performance evaluation essay examples in PDF. Some samples you may download to use. Check it out now.

3+ Performance Evaluation Essay Examples

1. performance evaluation essay template.

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2. Business Performance Evaluation Essay

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3. Work-Based Performance Evaluation Essay

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4. Performance Evaluation Narrative Essay

Definition of Performance

To execute something . To be able to act out what is being given as a form of a task. The promise of doing an action.

Definition of Evaluation

Evaluation as defined is to determine whether the individual’s worth and significance is still followed by a certain criteria. The use of an evaluation is to understand and correct an individual shortcomings and prevent any other issues that may undermine the individuals’ significance.

Definition of Evaluation Essay

An evaluation essay is also called a report essay or a critical essay. This essay is the type that may lead to an argument between the writer and their audience. This is also the essay that needs critical and analytical thinking. The writer must also provide evidence and extensive research to support the case or the topic they choose to write about. These evidences are based on facts.

Definition of Performance Evaluation Essay

The process of evaluating students or employees. To show them their weaknesses and address them in a polite and professional manner. To target the issues and resolve them to get a better outcome.

Tips for Writing Evaluation Essays

Here are some useful tips to help you write an evaluation essay.

• Choose your Topic: Like in any other essay writing, choose the topic you wish to discuss. Once you have done that, do your research and give out some evidence to support your topic.
• Write the Statement: The most important part of your essay is always your statement. This is where the narrative comes in. Write about your topic, discuss in your narrative about your chosen topic, as well as the key points. 
• Search for Supporting Evidence: When writing this type of essay, evidence is key. Do your research, look for information that supports your evaluation. 
• Make a Copy: Make a copy of your essay. Whether it is a draft or your final paper. This way, you can compare and find some loopholes in your document and change that.
• Review, Rewrite, Revise: Review your work. Look for some grammatical errors that you may have forgotten and rewrite them. Check your spelling and correct punctuation marks. Revise the parts that need revising.

What makes a good performance evaluation essay?

A performance essay must have the following information. The narrative, the methods and the objectives. It must also follow a format and a rubrics for it to be considered a performance essay.

Is there an easier way to conduct a performance evaluation?

You may use an essay type to conduct your evaluation or you may use a table type to conduct. All these would still depend on the rubrics that you made to evaluate your employees’ performances .

Is rubrics necessary to evaluate my employees’ performance?

A rubrics is simply there as a guide to evaluate but if you choose to use another, that is fine as well.

A performance evaluation essay should start and end with the target topic of what the author intends to write about. The extensive research and evidence should also be present as this is the type of essay where hard facts are based on. Assumptions of any sort should be avoided.  As this is seen as something to evaluate students or employees welfare, it should be used as such. The rubrics for the essay is merely a guide and should not be used as a means of judging a person’s actions nor a person’s shortcomings. With that being said, following the tips and the examples as guides for your evaluation essay writing should be easy.

Performance Evaluation Essay Generator

Text prompt

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Analyze your academic performance over the past semester in a Performance Evaluation Essay.

Discuss the outcomes of a recent project or assignment in your Performance Evaluation Essay.

Jun 29, 2023

Evaluation Essay Examples: Master the Art of Critical Assessment with Examples and Techniques

Want to turn good evaluation essays into great ones? We've got you covered with the guidance and insights you need. Join us as we delve into the art of critical assessment!

An evaluation paper's main purpose is to assess entities like a book, movie, restaurant, or product and provide constructive criticism. This writing style can be approached with serious objectivity or with humor and sarcasm. Reviewing is a common form of academic writing that serves to assess something and is often used in various fields as a research method. For example, research papers might include literature reviews or case studies, using evaluation as an analytical tool.

Evaluation reports can also take the form of analyses and critiques. A critique of a scientific study would look at its methodology and findings, while an analysis of a novel would focus on its themes, characters, and writing style. It's essential to consider your audience and your purpose before starting an evaluation document.

Evaluation papers are a versatile and meaningful writing form that can both educate and entertain audiences. Regardless of whether the tone is serious or humorous, objective or subjective, a well-written review can engage and educate.

To understand everything about evaluation essays, from their definition and purpose to potential topics and writing tips, read on.

What are Evaluation Essays?

An evaluation essay allows the author to make a claim and offer a verdict on a topic. This essay type can be used to identify the best option among several alternatives, or to analyze a specific method, product, or situation. It is a common academic task across all levels. Evaluation essays come in different forms, from online product reviews to business cases prepared by management professionals.

In contrast to a descriptive essay, an evaluation essay aims to express the author's judgment. However, this essay type is defined by an objective tone. The author's judgment should be based on careful examination of the available evidence. This differs from a persuasive essay, which seeks to convince the reader to adopt the author's point of view. An evaluation essay starts with the facts and forms conclusions based on these facts.

How to Write an Evaluation Essay?

To write an effective evaluation essay, follow these essential writing tips:

1. Select a Topic

The essay topic is crucial. It should be both educational and interesting, providing enough information to fill an entire essay.

2. Draft an Evaluation Essay Outline

Professional writers always advise creating an evaluation essay outline before writing the essay itself. This aids in writing and ensures content coherence. An outline is also easier to modify than a complete essay. Think about what should be included and excluded when designing your essay's outline. However, skipping this step and diving straight into the essay writing can create extra work later, as it can mean editing and revising the entire piece.

The general components of an evaluation essay outline include:

a. Introduction

The introduction is vital as it forms the readers' first impression. It should engage readers and arouse their interest in the topic. The aspects to consider when writing the introduction are as follows:

Begin with a compelling hook statement to capture the reader's interest.

Provide background information on the topic for better understanding.

Formulate a clear and concise thesis statement, outlining the main objective of the evaluation.

b. Body Section

The body of the essay consists of three paragraphs. Each paragraph should deliver several related ideas and flow seamlessly from start to finish. The key ideas to cover in the body paragraphs include:

Start with a sentence that presents your view on the topic.

Provide arguments that support the topic sentence and your stance.

Present a well-rounded argument to show impartiality.

Compare the subject to a different topic to showcase its strengths and weaknesses.

Present the evaluation from various angles, applying both approving and critical thinking.

c. Conclusion

This is your final chance to convince the reader of your viewpoint. The conclusion should summarize the essay and present the overall evaluation and final assessment. When composing an evaluation essay's conclusion, keep the following points in mind:

Restate your main points and arguments from the essay body.

Present evidence to support your thesis.

Conclude your argument convincingly, ultimately persuading the reader of your assessment.

3. Review, Edit, and Proofread

The final steps after writing the essay are editing and proofreading. Carefully reading your essay will help identify and correct any unintentional errors. If necessary, review your draft multiple times to ensure no mistakes are present.

Structure of an Evaluation Essay

An evaluation essay, like any good piece of writing, follows a basic structure: an introduction, body, and conclusion. But to make your evaluation essay standout, it's crucial to distinctly outline every segment and explain the process that led you to your final verdict. Here's how to do it:

Introduction

Start strong. Your introduction needs to captivate your readers and compel them to read further. To accomplish this, begin with a clear declaration of purpose. Provide a brief background of the work being evaluated to showcase your expertise on the topic.

Next, rephrase the essay prompt, stating the purpose of your piece. For example, "This essay will critically assess X, utilizing Y standards, and analyzing its pros and cons." This presents your comprehension of the task at hand.

Wrap up your introduction with a thesis statement that clearly outlines the topics to be discussed in the body. This way, you set the stage for the essay's content and direction, sparking curiosity for the main body of the work.

Body of the Essay

Dive deep, but not without preparation. Before delving into the assessment, offer an unbiased overview of the topic being evaluated. This reaffirms your understanding and familiarity with the subject.

Each paragraph of the body should focus on one evaluation criterion, presenting either support or criticism for the point. This structured approach ensures clarity while presenting evidence to substantiate each point. For instance, discussing the benefits of a product, you can outline each advantage and back it up with supporting evidence like customer reviews or scientific studies.

Ensure a smooth flow of thoughts by linking paragraphs with transitional phrases like "in addition," "moreover," and "furthermore." Each paragraph should have a clear topic sentence, explanation, and supporting evidence or examples for easy understanding.

Your conclusion is where you make your final, compelling argument. It should focus on summarizing the points made according to your evaluation criteria. This isn't the place for new information but rather a concise summary of your work.

To conclude effectively, revisit your thesis and check whether it holds up or falls short based on your analysis. This completes the narrative arc and provides a solid stance on the topic. A thoughtful conclusion should consider the potential impact and outcomes of your evaluation, illustrating that your findings are based on the available data and recognizing the potential need for further exploration.

Evaluation Essay Examples

Now that we've covered the structure, let's take a look at some examples. Remember, an evaluation essay is just one type of essay that can be generated using tools like Jenni.ai. This AI-powered software can produce high-quality essays on any topic at impressive speeds. Here are some ideas to kickstart your assessment essay writing journey.

Evaluation Essay: Online Teaching vs. On-campus Teaching

In the face of technological evolution, education has seen a shift in teaching styles, with online learning platforms providing an alternative to traditional on-campus teaching. This essay will evaluate and compare the effectiveness of these two teaching styles, delving into various factors that contribute to their strengths and weaknesses.

The landscape of education has transformed significantly with the advent of online learning. This essay will scrutinize and juxtapose the effectiveness of online teaching against traditional on-campus teaching. The evaluation will take into account numerous factors that contribute to the success of each teaching style, focusing on their individual benefits and drawbacks.

On-campus Teaching

On-campus teaching, the time-tested method of education, has proven its effectiveness repeatedly. The physical classroom setting provides students direct access to their teachers, promoting immediate feedback and real-time interaction. Moreover, the hands-on learning, group discussions, and collaborative projects intrinsic to on-campus teaching cultivate crucial soft skills like communication and teamwork.

A study by the National Bureau of Economic Research reveals that students attending on-campus classes show higher academic performance and are more likely to complete their degrees compared to those in online classes (Bettinger & Loeb, 2017). However, on-campus teaching isn't without its challenges. It offers limited flexibility in scheduling and requires physical attendance, which can be inconvenient for students residing far from campus or those with mobility constraints.

Online Teaching

Online teaching, propelled by technological advancements and digital learning platforms, offers a compelling alternative. The most significant benefit of online teaching is its scheduling flexibility. Students can access classes and course materials from anywhere, at any time, providing a superior balance for work, family, and other commitments.

Online teaching democratizes education by enabling access for students in remote areas or with mobility challenges. The use of innovative teaching methods like interactive multimedia and gamification enhances engagement and enjoyment in learning.

Despite its numerous advantages, online teaching presents its own set of challenges. A major drawback is the lack of direct interaction with teachers and peers, potentially leading to delayed feedback and feelings of isolation. Furthermore, online classes demand a higher degree of self-motivation and discipline, which may be challenging for some students.

Both online teaching and on-campus teaching present their unique benefits and drawbacks. While on-campus teaching fosters direct interaction and immediate feedback, online teaching provides unmatched flexibility and accessibility. The choice between the two often depends on factors such as the course content, learning objectives, and student preferences.

A study by the University of Massachusetts reports that the academic performance of students in online classes is on par with those attending on-campus classes (Allen & Seaman, 2017). Furthermore, online classes are more cost-effective, eliminating the need for physical classrooms and related resources.

In conclusion, while both teaching styles have their merits, the effectiveness of each is heavily dependent on the subject matter, learning objectives, and the individual needs and preferences of students.

Citations: Allen, I. E., & Seaman, J. (2017). Digital learning compass: Distance education enrollment report 2017. Babson Survey Research Group. Bettinger, E., & Loeb, S. (2017). Promises and pitfalls of online education. Brookings Papers on Economic Activity, Spring 2017, 347-384.

Evaluation essay: Analyze how the roles of females and males changed in recent romantic movies

Romantic movies have long been a popular genre, offering a glimpse into the complex and varied world of relationships. Over the years, the portrayal of gender roles in romantic movies has evolved significantly. This essay aims to evaluate and analyze how the roles of females and males have changed in recent romantic movies.

Historical Context of Gender Roles in Romantic Movies:

Gender roles have played a significant role in shaping the portrayal of romantic relationships in movies. In the past, traditional gender roles were often reinforced, with women playing the role of the damsel in distress, and men playing the role of the protector and provider.

However, over the years, the feminist movement and other social changes have led to a more nuanced portrayal of gender roles in romantic movies. Women are no longer just passive objects of desire, and men are not just dominant figures. Instead, both genders are portrayed as complex and multifaceted individuals with their desires, needs, and struggles.

Analysis of Recent Romantic Movies:

In recent years, romantic movies have become more diverse and inclusive, featuring a wider range of gender identities, sexual orientations, and cultural backgrounds. As a result, the portrayal of gender roles in these movies has also become more nuanced and complex.

One significant trend in recent romantic movies is the portrayal of female characters as strong, independent, and empowered. Female characters are no longer just passive objects of desire, waiting for the male lead to sweep them off their feet. Instead, they are shown to be capable of taking charge of their own lives, pursuing their goals, and making their own decisions.

For example, in the movie "Crazy Rich Asians," the female lead, Rachel, is portrayed as a strong and independent woman who stands up for herself and refuses to be intimidated by the wealthy and powerful people around her. Similarly, in the movie "The Shape of Water," the female lead, Elisa, is portrayed as a determined and resourceful woman who takes action to rescue the creature she has fallen in love with.

Another trend in recent romantic movies is the portrayal of male characters as vulnerable and emotionally expressive. Male characters are no longer just stoic and unemotional but are shown to have their insecurities, fears, and vulnerabilities.

For example, in the movie "Call Me By Your Name," the male lead, Elio, is shown to be sensitive and emotional, struggling with his feelings for another man. Similarly, in the movie "Moonlight," the male lead, Chiron, is shown to be vulnerable and emotionally expressive, struggling with his identity and his relationships with those around him.

However, while there have been significant changes in the portrayal of gender roles in recent romantic movies, there are still some aspects that remain problematic. For example, female characters are still often portrayed as objects of desire, with their value determined by their physical appearance and sexual appeal. Male characters are still often portrayed as dominant and aggressive, with their masculinity tied to their ability to assert control over others.

Conclusion:

In conclusion, the portrayal of gender roles in recent romantic movies has evolved significantly, with female characters being portrayed as strong, independent, and empowered, and male characters being portrayed as vulnerable and emotionally expressive. These changes reflect the shifting social norms and values of our society and offer a more nuanced and complex portrayal of romantic relationships.

However, there are still some problematic aspects of the portrayal of gender roles in romantic movies, such as the objectification of female characters and the perpetuation of toxic masculinity. Filmmakers and audiences need to continue to push for greater diversity, inclusivity, and nuance in the portrayal of gender roles in romantic movies so that everyone can see themselves reflected in these stories.

"Crazy Rich Asians" Directed by Jon M. Chu, performances by Constance Wu, Henry Golding, and Michelle

Final Thoughts

The step-by-step guide and examples provided should have equipped you with the skills necessary to write a successful evaluation essay. However, crafting the perfect essay isn't a simple task; it demands practice, patience, and experience.

Incorporate Jenni.ai into your academic journey to revolutionize your writing experience. This advanced AI writing tool is designed to assist with a range of academic writing projects. With Jenni.ai, you can confidently tackle essays on any topic, easing your writing tasks considerably. Don't hesitate to register with Jenni.ai today ! Discover a world of writing opportunities and take your essay writing skills to new heights!

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